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HomeMy WebLinkAboutM-76-0753CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM I0 Honorable Mayor and City Commission W. Andrews City Manager SUBJE JUL 16 1976 FILE Agenda Item - City of Miami Apprentice Program REF E'REN:-ES Agenda Item 428 ENCLO UFES 2 I am enclosing with this memorandum an introductory statement and the formal Standards of. Apprenticeship of the proposed City of Miami Apprenticeship Program. This program has been developed by C. E. Cox, Director of the Department of Public Properties, with the cooperation of the United States Department of Labor, Bureau of Apprenticeship and Training. The intent of the Apprenticeship Program is to develop an internal planned training program to utilize underrepre- sented minority interests within the City of Miami and to guarantee subsequent permanent employment upon completion of the program criteria stated in the Standards of Apprenticeship. At the July 22, 1976 commission meeting, C. E. Cox, Director of the Department of Public Properties, will present the Apprenticeship Program to the City Commission with the City Manager and a representative of the United States Department of Labor signing the Standards of Apprenticeship. Subsequently, the Standards of Appren- ticeship will be reviewed, approved, and registered by the Florida State Department of Commerce, Tallahassee, Florida. STANDARDS ►►I: APPRENTICESHIP CITY OF MIAMI APPRENTICESHIP PROGRAM Developed by CITY OF MIAMI DADE COUNTY FLORIDA FOR THE TRADES Air Conditioning Mechanic DOT #637281014 Carpenter DOT #860281014 Electrician-W'ireman DOT #829281054 Line Repairer DOT 0821381042 Painter DOT #840781022 Plumber DOT 0862381082 Reviewed IN COoPERATI0N WITH UNITED STATES I)IiPAR'I'MEN1' OF LABOR BUREAU OF APPRENTICESHIP AND TRAINING MIAMI, FLORIDA 1pprovec' - - Registered By DEPARTMENT OF COMMERCE DIVISION OF LABOR BUREAU OF APPRENTICESHIP TALLAHASSEE, FLORIDA ltf:P I N 1'I' I t)NS REGISTRATION AGENCY - shall rncan the Department of Commerce, Division of Labor, Bureau of Apprenticeship. 2. COMMITTEE - shall mean the Apprenticeship Committee appointed by the Director to assist in the admin- istration of the program. The Committee shall consist of no less than five (5) members. 3. DIRECTOR :=ha1i mean Dire.:tnr, Department of Public Properties , City of Miarni , Florida. 4. COORDINATOR - shall mean a qualified person selected by the Director to carry out the procedures and policies of the Apprenticeship Committee. 5. APPRENTICE - shall mean a Jerson who is employed under an Apprenticeship Agreement to learn a skilled trade covered by these standards. 6. APPRENTICES{{IP AGREEMENT - shall mean a written agree- ment between the program sponsor and the apprentice. The agreement shall be signed by the Coordinator of Apprenticeship Training; an..i registered with the Registration Agency. The Apprenticeship Agreement shall contain (i statement ranking the terms and con- ditions of these Standards ,r part of the agreement as though expressly written therein. 7. JOB SITE SUPERVI S )R ()I- APPRENTICES - shall mean a journeyman (mechaiic) designated by the employer to supervise on-the-job training of apprentices. 8. JURISDICTION - shall mean the area serviced by this program in Dade County, I'lprida. APPFENTICESIIIP COMMITTEE The apprenticeship Committee shall consist of at least five (5) members; the Apprenticeship Coordinator and four (4) members appointed by the hirector to serve for a one year term, with a maximum of two (2) committee members retiring at the same time. Vacancies are to he filled by the Director. Committee members are to be selected from different trade groups -2- • STANDARDS oF APPRENTICESHIP ICESIHII' CITY OF MIAMI AI'I'RENTICESHIIP Developed by CITY OF MIAMI DADE COUNTY FLORIDA FOR THE TRADES Air Conditioning Mechanic Carpenter Electrician-W'i reman Line Repairer Painter Plumber Reviewed IN COoI'ERATION WITII PROGRAM DOT #637281014 DOT #860281014 DOT 4829281054 DOT #821381042 DOT 4840781022 DOT 11862381082 UNITEI) STATES DEPARTMENT OF LABOR BUREAU OE APPRL\"IICFSIIII' AND TRAINING MIAMI, FLORIDA Approve(' By DEPARTMENT OF COMMERCE DIVISION OF LABOR BUREAU OF APPRENTICESHIP TALLAHASSEE, FLORIDA Registered I►I;I 1 N 1'1' 1 r)NS I$GISTRATION AGENCY - shall mean the llcpartment of Commerce, Division of Labor, Bureau of Apprenticeship. COMMITTEE - shall mean the Apprenticeship Committee appointed by the Director to assist in the admin- istration of the program. The Committee shall consist of no less than five (S) m,2mhers. 3. DIRECTOR • shall mean Dire _tor, Department of Public Propertie, City of Miami, Florida. 4. COORDINATOR - shall mean a qualified person selected by the Director to carry out the procedures and policies of the Apprenticeship Committee. 5. APPRENTICE - shall mean a ,)erson who is employed under an Apprenticeship Agreement to learn a skilled trade covered by these standards. 6. APPRENTICESHIP AGRLI.MLNT - shall mean a written agree- ment between the program sponsor and the apprentice. The agreement shall he signed by the Coordinator of Apprenticeship Training and registered with the Registration Agency. The :Apprenticeship Agreement shall contain :r statement nrr): ing the terms and con- ditions of these Standards a part of the agreement as though expressly written therein. 7. JOB SITE SUPER\' I S 'k of. APPRENTICES - shall mean a journeyman (mecharic) designated by the employer to supervise on-the-joh training of apprentices. 8. JURISDICTION - shall mean the area serviced by this program in Dade County, Florida. APPFENT ICESI1IP COMMITTEE The apprenticeship Committee shall consist of at least five (5) members; the Apprenticeship Coordinator and four (4) members appointed by the Director to serve for a one year term, with a maximum of two (2) committee members retiring at the same time. Vacancies are to be filled by the Director. Committee members are to be selected from different trade groups. - L ` It V 'he Apprenticeship Committee s all choose as chairman and a vice-chairman. The Coordinator shall serve its the Secretary. The Chairman, Vice-chairman, and ;secretary shall have the right of voice and vote on all matters before the committee. The Committee sh;t, 1 meet :At least once a month during the school year; the Cate, tire, ani place of regular meetings to be determined by the committee. Sixty per cent of the memheis of the Committee shall he deemed necessary for the transaction of the official business of the committee (quorum). The Committee shall estal•1 i sh such additional rules and regulations governing its administrative procedure as may be required from time tc time. All revisions, additions, or changes o these Standards shall be submitted to the Registratio: Agency and shall then become a part of these Standards. Any modification or revision of these Standards shall not a ter effectiv(: Apprenticeship Agreements with- out the con. ent of all patties concerned. LAWS \FFEC1 1;vC APPRENTICESHIP This program shall adhere to all local, State and Federal laws pertaining to :apprenticeship. h'hen appropriate, these Standards shall be modified tc con form with applicable new legislation. DUTIES OF THE APPRENTICESHIP COMMITTEE To determine the need for and select qualified applicants for apprenticeship. To place apprentices under written apprenticeship agreement. To establish minimum stand iris of related instruction and on-the-job training required )1 apprentices, and to see these arc adhered to both on-the-job and in the classroom. To sign apprenticeship arecments between the apprentice and the committee and to sul.mit these agreements to the Registration Agency. To hear and adjust all complaints of violations of appren- ticeship agreements. The apprentice nay consult with the Apprenticeship Committee or the Registration Agency at any time for an interpretation of any provision of the standards over which differences may occur. -3- TO arrange tes s for determining tre apprentice's progress in manipulative. skills and technic rl knowledge. To provide for continuous employmcit of apprentices insofar as possible. To maintain a ecord of each ;rpprcatice's training progress on-the-job and in related instruction. To visit the school where related training classes are held at least once c ach month. (line meJiber of the committee alternating). To notify the Registration Agency when apprentices have satisfactorily completed their apprenticeship and to request the issuance of a certificate of completion to such apprentices. To notify the Registration Agency of all terminations and cancellations of apprenticeship agreements. To be responsible for the successful operation of the local standards by performing the duties herein listed. SUPERVISION OF APPRENTICES During the term of apprenticeship, the apprentice shall be under the jurisdiction and control of the Apprenticeship Committee. The Committee shall have the authority to protect the apprentice's 1•elfare; and also to instruct, direct, and discipline at all tines. The Coordinator shall designate a journeyman employee who shall be responsible for the supervi- sion of the apprentice' on-the-job training. As the supervisor of the apprentice, he shall be responsible for seeing that the apprentice is trained in all branches of the trade, including safety in the use of tools, equipment, and in job conduct. CONSULTANTS The committee may request, at any time it deems advisable, interested agencies to appoint a r:presentative to serve as a consultant. Such consultants will serve without vote and be available for consultation on matters that will improve the training of apprentices and the operation of local pro- grams. 4 SAFETY Safety in use of tools, equipment and job conduct shall be stressed in related classes and of -the -job training throughout the term of apprentice!;hip. Each apprentice shall be provided with initial indoctrination and i1 traction in order to enable him to perform hiF word. in ,+ safe lianner. Initial indoctrination !=ha11 include instructions relative to pertinent safety regulations, reporting of accidents, and availability of fir,;t paid medical facilities. The employer shall at all time exercise reasonable precaution for the health and safety of the apprentices engaged in the performance of the work hereinfter described as work processes. The employer shall comply with all applicable provisions of Federal, State and municipal safety, health and sanitation statutes and codes. As an integral part of this trainiag program, the apprenticeship supervisor and/or instructor shall provide competent training and instruction pertaining to afe work habits and keep the apprentice informed of methods necessary to perform all phases of the work in a proper and safe manner, in compliance with the Occupational Safety aid llalth Act (OSHA) PL91-596, or State safety standards chic} hare been found to be at least as effective as the Federal ,tandardk. 1)!JTIFS OF '1'iI:? COORDINATOR If expedient, the Coordinator may fulfill the duties of an instructor. To accept and screen applicants for apprenticeship, interview applicants and make recommendations to the Apprenticeship Committee, stating reasons for conclusions relative to the applicant's qualifications. To issue Bork Record Cards to apprentices and see that records are properly filled out and kept current. To maintain a file on each apprentice reflecting his status as to diversity of on-the-job training and progress in related instruction; to send out notices and arrange for the apprentice to appear before the Committee; and to notify the employer and the apprentice of the Committee's action. -5- To he responsible for carrying out the terms ;end conditions as established in the Standards of Apprenticeship in addition to administering the established policies of the Apprenticeship Committee and any other directives of the Committee. To make a report .o the Committee c.t each regular or special meeting relative to the Coordinator's activities since the last meeting. To send out the Committee's report of actions on advancement of apprentices to the Director, stipulating wage rate, period advanced to, avid the effective date of the advancement for each apprentice. To check with -elated technical instructors to determine attendance and progress of each apprentice, and to report at each meetin; of the Apprenticeship Committee any appren- tice who has b!en absent from related technical instruction classes, or wh► is not making satisfactory progress. Through person►l contact, observe, determine and note the abilities of tie apprentice to meet and satisfy the conditions of the job ass _fined. To obtain, cre.►te and distribute as much favorable publicity as possible fo- the training programs of the Committee. To make recommendations, from time to time, to the Apprentice- ship Committee on ways and means to improve the training pro- gram. To carry out t) a satisfactory conclusion the policies and procedures established by the Apprenticeship Committee. To indenture apprentices, as directed by the Committee, from the eligibi.lit. list of apprentices;. To he responsible for the assembly and dissemination of in- formation and iaterial concerning the training of apprentices. To furnish eaci apprentice an identification card showing he is properly indentured in accordance with the 'tandards of Apprenticeship. To impress on each indentured apprentice that in signing the Apprenticeship Agreement he voluntarily agrees to abide by the provisions of the Apprenticeship Standards and assumes responsibilities and obligations imposed by the Committee. -6- To exercise care in protecting al property of the Apprentice- ship Committee. To take a physical inventory each January and to submit a report to the Committee. To attend meetings, conventions and conferences pertinent to apprenticeship, in accordance with the policies and di- rectives of the Apprenticeship Cony:nittee. QUALIFICATIONS OF AN AI'''RENTICE APPLICANT Applicants shall be at least l8 years of age and not more than 30 years of age, at the time of application. An exception to the age limit can be made for honorably discharged veterans. Consideration for militar service shall be based on the applicant's age less the number of years served in the military; not to exceed three years. Applicants shall have physical fitness sufficient to perform the work wf th trade with due regard to ,aptitude and personal characteristic;, and shall submit rr recorl of physical examination from a licencel medical practioner. APPLICATION FOR APPRENTI':ESHIP Application for apprenticeship under these Standards shall be filed with the Committee on application blanks furnished by the Committee. Ail applications mist he Filled out completely and signed by the applicant. APPRLNTICPSHIP I I:(;ISTRITION The apprentice shall sign the Appienticeslip Agreement which shall also be signed by the Coordinator. Every Apprenticeship Agreement entered into under these Standards shall be on a worm approved by the Registration Agency and shall contain she terms ard conditions as required by the published rule: of the Registration Agency and a clause making the terms and (onditions of these Standaris a part of the Apprenticeship Agreement. The following 5ha11 receive a copy of the Apprenticeship Agreement: The Registration Agency The Apprer tice The Commit tee The Veterans Administration (where a)plicable) -7- OBLIGATION OF '1111. APPRENTICE The apprentice, , hax i ng read the rules and ', t ;rndard s formulated by the Committee IrrOVidirgg for his training, and understandlinr, the same and all conditions therein, agrees to serve such time and perform such on-the-job training, as well as complete the related classroom studies and technical and theoretical subjects related to the trade as the Committee may deem necessary for the apprentice to become a skilled craftsman. TERM OF I PPRENTICESIII P The term of apprenticeship shall he as indicated in the various Wage Schedules and Work Processes for each trade. PROBATIONARY PERIOD AND TERMINATION All apprentices employed in conformity with these standards shall be subject to a probationary period not to exceed 500 hours or three months. During the probationary period, the Apprenticeship Agreement may be cancelled by the Apprenticeship Committee at the request of either party to the Agreement without the formality of a hearing. In the event of an adverse determination resulting in termination, suspension or withholding advancement of the apprentice after completing the probationary period, the apprentice shall be advised that he may request an impartial determination be made. The apprentice must be given at least five days notice of any adverse action affecting his apprenticeship. The Committee shall notify the Registration Agency, in writing, giving the reason and date of termination. Disposition of such cases shall be made by the Committee within thirty (30) days, under normal conditions. RELATED SCHOOL INSTRUCTION Apprentices registered under local standards shall receive a minimum of one hundred forty-four (144) hours per year of technical and theoretical instruction in subjects related to their trad. each year of apprenticeship, and -8- Shall be required to pass an (xamination in such subjects before being granted a Certificate of .Completion. Safety in the use of tools, equipment, and in job conduct shal 1 be included in the related instruction curriculum. Attendance at related instruction classes shall not he considered as hours worked when given outside of regular working hours, and the apprentices shall not be paid for attending related instruction classes. The Committee shall be responsible for providing such related classroom instruction, including the securing of facilities and the retention of qualified instructors. When it is not feasible or possible to provide the necessary related classroom instruction, approved correspondence, home study courses, or other approved methods may be sub- mitted. Any substitution must be approved by the Appren- ticeship Representative serving the program. HOUR-; OF WORK The hours of work for apprentices and the condition asso- ciated therewith shall he the same as those of the journeymen. The apprentice shall not be required to work such hours as would interfere with his attendance at related instruction classes except in cases of emergency. No apprentices shall work without the supe-vision of a journeyman. CREDIT FOR PREVIOUS EXPERIENCE Apprentices who receive credit for previous experience shall be paid the rat for the period to which such Credit advances them. CRED LT DURING THE TERM 01 APPRENTICESHIP Apprentices who demonstrate exceptional ability may he advanced ahead of their scheduled period of advancement into the next period of their apprenticeship on approval of the Apprenticeship Committee. The apprentice shall receive the wage rate for the period to which he is ad- vanced. RELATIONSHIP OF THESE STANDARDS TO BARGAINING AGREEMENTS Nothing in these star1ards shall be construed as to be in conflict with or to apersede any present or subsequent bargaining agreements between a recognized umaon and the municipality. -9- AFFIRMArivl: ACTION PLAN Title 29, CFR fart 30 - This plan will be applicable to each craft registered under these standard. PLEDGE: The recruitment, selection, employment and train- ing of apprentices during; their apprenticeship shall hP without discrimination because of race, color, religion, national origin or sex. The spon:,or will take affirmative action to provide equal opportunity in apprenticeship and will operate the apprenticeship program as required under Title 29 of the Code of Federal Regulations, Part 30. The Apprenticeship Commitee will take any or all of the following actions necessary to provide this program with sufficient minority applicants to insure the same per- centage of minorities as in the labor market covered by this program. Such action may include any or all of the following: 1. Dissem nate complete application information at least thirty (30 days in advance of the application date. In- formation • hall be scat to local schools, local Florida State Empinyment Service offices, local chapter of the NAACP, the Urban League, Outreach, minority group newspapers and the of 'ice of the U. S. Department of Labor, Bureau of Apprentice hip and 'J'r iining. 2. Appren ice applications will be accepted throughout the year a d must he iisseminated at least twice a year. 3. Cooperate, when requested, with local schools in Career Days and a advisory )n apprenticeship preparatory vocational courses. 4. Work w th all persons involved to promote acceptance of equal empl)yment oppertunity. 5. Encourage journeymen to promote and assist in Outreach recruitmen :. 6. Other action:: as necessary to assure desired results. 7. These apprenticeship standards may he cancelled for cause. ANALYSIS: TOTAL MINORITY POPULATION PE CANT MINORITIES S.M.S.A. 1,267,792 196,130 15% A minimum of 15% of the apprentices taken into the program shall be minorities. RATING SHEET 0 to Maximum (a) Aptitude test results Low 0 Medium 10 High 20 20 (b) Educatioial background (Grades completed) 9 Grades 5 10 Grades 10 11 Grades 15 12 Grades 25 25 (c) Referenc's (2 good letters get maximum) 5 (d) Intervie' : Attitude 5 Appearance Personality 5 Self Expression 5 20 (e) Previous working experience: Related 5 Direct 5 10 (f) Veteran (Other than dishonorable discharge) 5 (g) Physical Condition 10 (h) Pre -apprenticeship (ompletion 5 TOTAL MAXIMUM POINTS 100 A score of 70 must be attained to be considered for entry into the program -Selection of qualified applicants shall be by rank; i.e., applicant with th( highest score will be selected first, etc. Qualified applicants sh:11 be eligible for selection and employ- ment as apprentices for a period of two (2) years. RECORDS All records pertaining to the administration of the program, selection and training of apprentices, will be kept no less than five years. -11- Alit :ONflITIONIN(; MECHANIC DM 637281014 Arpren:ice Wage Structure The Wage Scale for apprentices in this trade shall be as follows 1st Year 5p°, of Journeyman's Rate 2nd Year 6fl of .Journeyman's Rate 3rd Year 70% of Journeyman's Rate 4th Year 85% of Journeyman's Rate The present journeyman rate is $5.43 per hour. WORK PROCESSES and RATIO of APPRENTICES to JOURNEYMEN The ratio of apprentice!; to journeyman shall he one (1) appre- ntice to the first journeyman plus one (1) apprentice to every additional three (3) joy►rneymen regularly employed. WORK PROCESSES FOR AIR CONDITIONING; MECIHANIC 1. USE ANI) CARE OF TOOLS AND EQUIPMENT Welding, soldering and brazing. 2. INSTALLATION ANI) SERVICE (Compression Systems) a. Compressor - all types b. Condensors - water, air, combinations, cascade and evaporative. c. Receivers - tube type and shell. d. Evaporators - tube, fin, plate, brine, wet and dry. Piping - all materials. e. 3. REFRIGERANT CONTROLS a. Expansion valves - hand, thermostatic and automatic. b. Power elements mechanism. c. Float Controls - high side, low side, bucket and ball types. -12- Approx. Hours 600 400 Approx. 1lottr8 Capillary tubes - sizing and orifice:,. e. Check valves - solenoids. unloaders, pressures and relief. f. Safety - hazards and controls. MOTOR CONTROLS (Installation and Service 400 a. Thermostats b. Pressure Devices c. Combinations - adjustments mechanism. d. Switches - relays, fuse elements and protec- tion and delays. 5. ELECTRIC MOTORS (Service) - up to 5 Horse Power 200 a. Installation - alignment and load test. b. Lubrication c. Field Test d. Servicing 6. INSTALLATION AND SERVICE (Absorption Systems) 250 a. Solid Absorbent b. Liquid Absorbent c. Controls 7. INSTALLATION AND SERVICE (Hermetic, semi -hermetic) 250 a. Dismantle and rebuild b. Field Test c. Shop and field repair d. Controls 8. COMMERCIAL REFRIGERATION (Various Applications) 1500 a. Condensing units - all types. b. Coils and Evaporators - wet and dry. c. Vacumn Pressure tests - evacuating t; charging. d. Heat Exchangers - driers and chemical reactivators. e. Surge Tanks, separators, refrigerant piping and insulating. f. Multiple installations - multi -temp and freezers. g. Truck and transport refrigeration. h. Marine installation service. i. Cold storage and processing - maintenance and service. j. Assemblies - cooling towers and process water recovery. k. Ice Makers - brine chillers. -13- Approx. Hours INSTALLATION AND SERVICE: (Air Conditioning Systems) 800 a, humidifiers and dehumidifiers. h. Filtering and air cleaning equipment. c. Circulating equipment - fans, natural and controls. d. Cooling equipment. e. Packaged units - ccmbinations, single and mul- tiple. f. Cooling towers - water recovery and evaporator and air cooled condensors. 1.0, INSTALLATION AND SERVICE (heating Equipment) 800 a. Furnaces - boilers (round, square and sectional). b. Fuel burners - stokers, oil burners, gas burners, and electric. c. Unit heaters (blowers) - all types. d. Packaged units - multiple, combination and single. e. Safety - Hazards and controls. 11. INSTALLATION AND SERVICE (Fuel Burning Equipment) 400 a. Oil burners - Piping, tank and controls. b. ;as Burners - adjustments and controls. c. stokers - hopper, bin feed and controls. d. ilectric heaters - controls. e. Safety - hazards and controls. 12. BOILER ROOM PIPING (Service and Installation) 800 a. seaters. b. ;irculators - flow control and regulating ,calves. c. Pumps - Condensors, P.R., valves, tank and ,lowdoens. d. xpansion loops - joints, anchors and boiler trim. e. Safety - Hazards and controls. 13. INSTALLATION (Heating Systems) a. !sot water - one pipe forced circulations. b. Hot water - two pipe forced circulations. c. Steam - one pipe, two pipe vapor and vacuum systems. d. Installation panels - coils, blowers, rods, zonvectors, etc. -14- 800 TOTAL HOURS 8000, CARPENTER DOT 08f02H1014 Apprentice 4 ,ige S :ructutc The Wage Scale for apprentices in this trade shall be as follows: '1st Year `.,rl`, of Journeyman's Rate 2nd Year tog, of ..Journeyman's Rate 3rd Year 70% of ,Journeyman's Rate 4th Year 85% of Journeyman's Rate The present journeyman rate is $5.43 per hour. WORK PROCESSES and RATIO of APPRENTICES TO JOURNEYMEN The ratio of apprentices to journeymen shall be one (1) apprentice to the first journeyman plus one (1) apprentice to every additional three (3) journeymen regularly employed. WORK PROCESSES FOR CARPENTER . FOUNDATIONS, WALLS AM) FL( 'IRS a. Laying out and levelir g. b. Building and nlacing r traight concrete forms. c. Lining up and hr;,cing concrete walls and colamns . d. Laying out footings. e. Building irregular corerete forms. f. Building forms for cor Crete stairways. g. Laying out building lines. 2. FRAMING (Foundations and l^alls) Approx. Hours 1500 a. Laying out and framinl sills and girders. b. Framing and setting floor joists. c. Erecting walls and partitions. -1`- e. f. g• Approx . Hours Lining up and bracing walls and partitions. Installing sheathing and plaster grounds. Building stagings. Laying out walls and partitions. ROOFS a. Framing and setting common rafters. b. Framing and setting valley rafters. c. Framing and setting hip rafters. d. Framing and setting jack rafters. e. Applying sheathing, composition shingles and other types of roof covering. EXTERIOR MILL WORK a. Determining use of too Ls, materials an equipment. b. Op(rating skill saw, electric drill and sat der . c. Setting up and operating bench saw. INTERI(R WALL COVERINGS a. Apllying wood coverings. b. Apllying composition, sheet rock or fiber boz: rd . c. Installing baseboards. FLOORS 500 a. Laying sub -floors. b. Laying hardwood floors. c. Erecting forms for concrete. 7. STAIRS a. Laying out and cutting stair -horse for various types of stairways. b. Laying out and cutting various treads. c. Installing railings. . INTERIOR FINISH 1,000 a. Cutting and fitting base. b. Cutting and fitting moulding. c. Setting door jambs. d. Fitting and hanging windows. e. Fitting and fastening hardware. f. Fitting and hanging doors. 9. MISCELLANEOUS 1,500 -16- Approx . Hours d. Building walkways. b. Erecting scaffolding. c. Making temporary shed:. d. Making miscellaneous repairs and additions. e. Erecting miscellaneous types of concrete forms. TOTAL HOURS - 8,000 2,500 i i nuinn1 1111M111111111111111111 1111 I:Lt;C'I'RIC I AN -WI I IiMAN I)O'I' #82')2810' 4 Apprentice Wage Structure The Wage Scale for apprentices in this trade shall be as follows: 1st Year 50 0 of Joui neyman's Rate 2nd Year 60% of Joui neyman's Fate 3rd Year 70% of Journeyman's Rate 4th Year 85% of Journeyman's Rate The present .journeyman rate is $(.93 per hour. WORK PROCESSES and RATIO )f APPRENTICES to JOURNEYMEN The ratio of apprentices to journeymen shall he one (1) apprentice to the first journeyman plus one (1) apprentice to every additional three (3) journeymen regularly employed. WORK PROCESSES FOR ELECTRICIAN-WIREMAN Approx. Hours 1. PRELIMINARY WORK 600 a. Learning the names and uses of the equipment used in the trade, such as kind, size, and use of cable, wire, boxes, conduits and fittings, switches, receptacles, service switches, cutouts, etc. b. Learning names and uses of the various tools in assembling this material, care of these tools, and other instructions necessary to familiarize the apprentice with the material and tools of the trade. . RESIDENTIAL AND COMMERCIAL ROUGE WIRING a. Assisting in getting the material from stock room. b. Loading truck and unloading material and equipment on the job. c. Laying out the various outlets, switches, receptacles and other details of the job, from blueprints or by direction of the superintendent of construction. -18- Approx. flours Laying out the system with materials to be used, whore they are to he placed and other details as to how they shall be run. e. Cutting wins, cables, conduit and raceway; threading ai 1 reaming conduit, boring and cutting chases under the direction of the journeyman. f. Installing various kinds of wires, cables and conduits in accordance with requirements. g. Assisting journeymen in pulling wires, attaching wires to fishtape and keeping wires from kinks or abrasions. h. Connecting coniuctors to switches, receptacles or appliances with proper methods of splicing, soldering and taping. i. Installing se vice switches or lead center and subraceways and pulling in conductors under the direction of journeyman electricians. j. Assistiiv in preparing lists of iiaterials used, including names, number of pieces, or number of feet, etc. for office records. k. Loading unused material and cleaning up job area. 3. RESIDENTIAL AND COMMERCIAL FINISH WORK 1500 a. Connecting and setting switches, receptacles, plates, etc. b. Installing proper size and types of fuses for each circuit. c. Installing and connecting various kinds of fixtures. d. Tracing the polarity of conducto's and devices. e. Testing the circuit for grounds and shorts and locating and correcting job defects. f. Assisting journeyman in installa-:ion and completion of work in accordance with the rules and regulations of the National Board of Fire Underwriters and special local regulations - proper sizes of wires, service, conduits, etc. . INDUSTRIAL LIGHTING AND SERVICE INSTILLATION 2000 a. Installing rigid conduit, electric metallic tubing, BX armored cable wiremolc.s on all types of heavy electrical equipment and major sizE service entrance installations. b. Wiring all types (gas, oil, stoker, etc.) heat ing equipment. C. Installing i ►ring chid controls Cor acr oohditiohitig. TROUBLE SHOOTIN 1000 a. Repairing all kinds of electrical work. b. Checking out trouble and making repairs under supervision of electrician. c. Checkigg out trouble and making repairs with- out supervision. b. MOTOR INSTALLATION ANI) CONTROL. 400 a. Installing overcurrent devices. b. Checking for proper installation and rotation. c. Installing replacement motors. d. Analyzing m)tor circuits and trouble shooting. e. Installing ,mergency generators and controls. f. Installing ushhottons, pilot lights, relays, timing devi es and interlocking controls. TOTAL (HOURS - 8000 t,I E REPAIRER b1T N821381042 Appren'ice Wage Structure The Wage Scale f;r apprentices in this trade shall be as follows: 1st Yeir 50% of Journeyman's rate 2nd Yell- 60% of Journeyman's rate 3rd Yeir 70% of Journeyman's rate 4th Ye r 85% of Journeyman's rate The present journeyman rate is $6.28 per hour. WORK PROCESSES and R:\TIO of APPRENTICES to JOURNEYMEN The ratio of apprent ces to journeymen shall be one (1) apprentice to the first journeyman plus one (1) apprentice to every additional three (3) journeymen regularly employed. WORK PROCESSES FOR LINE REPAIRER 1. GROUND WORK a. Pole erectio b. Right-of-way c. Materials d. Rope work e. Tool room wo k f. Warehouse wo k g. Wire work h. Miscellaneou. 2. LINE WORK a. Pole work b. Special equil:nent c. Distribution )f materials d. Supervision pole erection e. Wire work f. Energized li!: work g. Safety h. Miscellaneous TOTAL HOURS Approx. Hours 750 250 195 120 120 200 200 420 750 120 375 650 1,500 2,000 100 250 8,000 z PAINTER DOT #840781022 Apprentice Wage Structure The Wage Scale for apprentices in this trade shall be as follows: 1st Year 50% of Journeyman's rate 2nd Year 65% of Journeyman's rate 3rd Ycar 85% of Journeyman's rate The present jDurneyman rate is $5.17 per hour. WORK PROCESSE; and RATIO of APPRENTICES to JOURNEYMEN The ratio of apprenti:eE to journeymen shall be one (1) apprentice to the first journeymen )lus one (1) apprentice to every additional three (3) journeymen regilarly employed. WORK PROCESSES FOR PAINTER Approx. Hours 1. Sandpapering, puttying, and priming woodwork 300 2. Preparing and sizing walls 400 3. Removing wallpaper, :alcimine or paint 200 4. Calcimining and w iit :washing 100 5. Finishing walls with flat coat and enamel 300 6. Finishingwood trim with oil, enamel or varnish 300 7. Preparing stains, staining and bleaching woodwork 400 8. Pore filling and shellacking 300 9. Stippling and sta-ching walls 200 10. Outside painting 900 11. Applying various typos of wall coverings 300 12. Matching and mixiig :olors 400 13. Rag and sponge stLpp ing 200 14. Blending and glazing walls and woodwork 300 15. Graining, :narblin; and metal leafing 200 16. Stenciling, strip ng and spattling 300 17. Making putty 100 18. Operation, care, ;nd use of all tools and equipment 300 connected with tht trade 19. Scaffoldin;; 200 20. Paper Hanging 200 21. Sand Blasting 100 TOTAL HOURS 6,000 -22- nuiiin1i iniii•■ i 200 PLUMBER 13T 11862381082 Apprei.ti':c Wage Structure The Wage Scale for apprentices in this trade shall be as follows: 1st Year .0% of Journeyman's rate 2nd Year (0% of Journeyman's rate 3rd Year ')% of Journeyman's rate 4th Year FS% of Journeyman's rate The present journeyman rate is $6.93 per hour. WORK PROCESSES and RATIO of APPRENTICES to JOURNEYMEN The ratio of apprentices to journeymen shall be one (1) appren- tice to the first journeyman plus one (1) apprentice to every three (3) journeymen regularly employed. WORK PROCESSES FOR PLUMBER Approx. Hours A. 1. CARE AND USE OF TOOLS AND MATERIAL a. Identifying materials, fittings, grades and types of pipe. b. Use and operation c. Maintaining tools and equipment 2. PREPARATION OF 100LS, EQUIPMENT AND MATERIAL FOR 300 PLUMBING AND HEATING of trade tools. a. Selecting cast iron, galvanized and other types of piping for roughing in and finishing work. b. Loading required material and equipment. c. Unloading at job site using safety pre- cautions and care in not damaging equipment and material. -23- CAULKING CAST IRON PIPE Approx. hours 300 a. Selecting and using proper tools for yarning oakum and caulking lead joints. b. Operating and maintaining several types of furnaces (gasoline, bottled gas, etc.) in melting pig lead, required in pouring joints. c. Checking for ,resence of water to avoid dan};er when p, uring moulten lead, etc. DRAINAGE PIPING AND FITTINGS 800 a. Determining kinds of pipes used under- ground, within a building above grade. b. Installing cast iron, steel or terra cotta piping. c. Pitching pipe for proper drainage using recessed drainage fittings as required by codes and determining number of fixtures permissable on certain size waste lines. 5. VENTING 400 a. Learning the application and importance of venting. b. Installing main and branch venting, back venting and reventing in accordance with state and city codes. b. PIPE CUTTING, REAMING, THREAi)ING AND FLANGING 300 a. Setting up and operating threading machine. b. Using hand cutters. c. Using taps and reamers. d. Operating power drills. 7. INSTALLATION AND MAINTENANCI. OF STEAM AND HOT 1200 a. Installing main components. b. Fabrication of piping. c. Cutting and patching walls. d. Operating and testing for leaks. e. Repairing and replacing omponents. -24- HIGH AND LOW I'RIiS; JRI. BOILERS Approx. Hours 800 a. Installing boilers. b. Fabricating ar.d installing piping. c. Testing and placing in operation. d. Instructing operating personnel. 10. HOT AND COLD WATER SYSTEMS FOR DDOMESTIC 800 PURPOSES a. Measuring and zutting pipes to specifications. b. Sweating copper joints. c. Measuring, cutting and threading galvanized pipe. d. Selecting, fitting;, and installing valves. e. Installing in accordance with accepted code standards. 11. GAS SYSTEM AIPLIAN' ES 500 a. Selecting proper piping. b. Measuring, cuting and threading pipe. c. Application unions and joints. d. Testing for leaks. e. Venting in accordance with accepted code standards. 12. SINGLE IIXTURE INSTALLATION (Commodes, 400 a. Preparing p.)sition rests. b. Hanging, fatening, connecting and testing. 13. WATER HEATER IN ;TALLATION 700 a. Checking for proper size and type of heater in a :cordance with job order. b. Disc onnecti.ig ()id heater on replacement job. c. Installing .nd connecting new heater in conformance with accepted code standards. d. Venting uni'.. -25- TOTAL HOURS 8,000 APPROVAL CITY OF MIAMI AI'I'RI:NTICESH P PROGRAM (pity Manager WOODROW W. J'ORDAN, Area Representativ U. S. Department of Labor Bureau of Apprenticeship and Training REVIEWED, APPROVED ANI) REGISTERED FLORIDA DL-PARTMEN'i 0'= COMMERCE DIVISION OF LABOR BUREAU OF APPRENTICE;HIP to Apprenticeship is training in those industrial occupations requiring a wide and diverse range of skills and knowledge. Apprenticeship training consists of planned on the job training and ex- perience under proper supervision, combined with technical studies in subjects related to the specific trade. Apprenticeship terms range from one to five years depending upon the specific trade. The requirements to master a particular grade include: (1) learning all or most of the skills of the tirade (2) perfecting the specific skills (3) acquiring rapid execution of the specific skills (4) extending the utility of specific skills in relation to genera]. skills. II. Statement of Purpose Traditionally, blacks have been underutilized within the trades classifications within the City of Miami. To illustrate, only ono black journeyman level mechanic is employed within the Property Maintenance Division. We do not feel that this is the result of attitudes of discrimination but of ,i general under representation within the construction industry in Dade County, Florida from which applicants are drawn. To relieve this situation in the hest interests of the City of Miami with an influence upon thcr conditions of com- pliance with the Consent Decree and the acquisition of truly first rate employees, we respectfully submit a general summary of the City of Miami Apprentice Program. III. Initial Pr ccures The initial procedures of the Apprentice Program will include recruitment and selection of applicants. Generally these functions should be centralized within one agency and shall include the following: A. Recruitment 1. The analysis of the current recruitment pro- cedures in eacl, task classification affected by the Apprentice Program 2. The establishment of objective measures to analyze and monitor the recruitment process a. The developnent of an applicant flow record indicating for each apprentice applicant na7le, race, national origin, sex, referral source, date of application, and position applied for Selection Process 1, Applicants for the Apprentice Program shall be selected from seniors in high schools within the City of Miami. Equal representation of minority impacted high schools shall be promoted to alleviate economic disadvantage and geogra- phical racial impaction. Ot IL4 jlhn a ta1,l i'.hi Ttt :111(' tl:1 i ,:.'ll;lt►C'( ar l)(rr:;onn 1 1 contau:t. with('ot)n$(:1oi , in high 5,r.hoo1s or hio, Minority r'r17ol lii(:nt with 1 ,,`(r.I1ce to note traditional apprentice e; p1oy ment flie development in liaisn:l '.ith school administration of curricuiwf and training for admission into, the City of `iiar;:i Apprentice Program. 4. Qualification for applicants in each apprentice area shall be stated with stress upon equal employment opportunity and affirmative action. Qualification shall be objective and relate to examination in the areas of academic preparation, age, health requirements, etc. IV. General Criteria for Apprenticeable Occupations A. Established by the Department of Labor B. Department of Labor, Office of the Secretary, 29.4 Criteria for Apprenticeable Occupations "An apprenticeablc occupation is a skilled trade which possesses all of the following characteristics: Is customarily learned in a practical way thrcuh training and work on the job Is clearly identified and cornc my recognized thre.:ghout an industry. Is r . t pni t of an ocu,,:!t Intl previously reco ,;tined } y' the };111-c::;; as ar;prcnticcablc unless such part is practiced industry wide as an identifiable and distinct trade (D) Involves manual, mechanical or technical skills and l:no•.:]r.?C,e which require a minimum of 2,000 hours of L:o1J: and tT:'iP.11:' which hours m:iy include the time spent in related instruction (E) Requires related instruction to supplement on the joh training. Such instruction may be given in a classroom, through correspondence courses, self study, or other rears of instruction approved by the administrator (F) In\olves the development of skill sufficiently broad to be app1 iearlc' ir. 1 i1:r: occupation; throul;h- out an inciu�.try-, rat}Ler than of vestrictcd ,tl,l)li- cat 1011 to the I)rudU . t `. O :7 any o:ie company 141t:::. not fall in nn) or :he fcl Iclt:in„ c:::tegorios: retailing, or similar operations in the distri};:tive field; Clerical (lcc 1 :::t l i ons : sc•i.nI ifi. vocation!. rc) which entrance resi •e,!ents cost oo.:;'tri !` require al; c(r•.:ree.', htndamotltal Standard:; for i )prt IIt ic;! t''(4,t'ot,lt, Ai tstilh11.s11E'!1 by the Federal 1're r:tt:t GI! Apprenticeship bl: To conform to the Minimum Federal Standards, an Apprentice Program must contain provisions for the following: 1. The minimum age: o E the Apprentice must not be less than sixteen years of age. 2. Full and :Fair opportunity for application to the Apprentice Program 3. The selection of apprentices based upon quali- fications 4. A schedule cif work processes in which an apprentice is to receive training and experience on the job 5. Organized instruction designed to provide the apprentice with knowledge in technical subjects related to his trade (generally a minimum of 144 hours per year is necessary) 6. A progressing annual wage scale 7. Appropriate supervision of on the job training with adequate facilities to train apprentices 8. Periodic evaluation of the Apprentice's progress, both in job performance and related classroom instruction 9. The p3i ntenance of adequate records 10. Er;'lo; er-employee cooperation 11. Rey cgr' t ion foi successful completion of the Apprentice Prc_Tr 1 l 12. Non.1 i sr r i l lin:I t i on in all phases of apprenticeship (`1.'i 0)' ;'i ?It i trainin. VI. Internal Provisions of the Apprentice Program A. Occupations The determination of the job categories advanced by the Apprentice Program based upon institutional restrictions B. Work = :ocesses A1.1 on the job training processes shall be listed for each i• f prei' t i ced occupation. Allocation of Wor1'. Trai ni nr, Ti'. The de .ern iiat iotl or tltc' relative difficulty and importance of each tern: process and the amount of tint^ to cs t n1'1 i ;1: proficiency for each work proc(':,s 'j'oI•I., or Api,!•(:i:tt(.11) In ghost t,: d i t i c n: I l y ;ipprenticylile occupations, the• tc ,•r. or n1►1►rc!:t ice:.hip is stted. Tra i IiC e Qu:,l i fic:!t ic•ns for ;tl•plic,npts for ea:11 Apprentice area _.h:' 1 1 be s t;! t (•(1 with strosi, upa l equal Ci::1!1 oyment (t1portl'':lty and ArriIl:::titl' fit"iot. Qualifications ;1i ] 1 (1 e t 1 t ('' :t 1''t rC 1 o t o to C>.;•:!1 1 na t i Ct;l in the areas or :,t:;lde: I(. pri 1•: iat' It:Ii, ltc'.•1 th 1't.'qt:I t oi:lentS, e•tc . ite11tcd C1;,.;t,rno►n 'instruction The Fcderr1 Committee has recu:::,ended 144 hours per year of" related classroom instruction. This require- ment is predicated upon) two hours per night, twice a week durir.:, the 36 week school year, usually provided by the local vocational school in the community free of chat I;e. It is suggested that tltc local vocational school coordinator be asked to assist. Number of Apprentices The number of apprentices to be trained is generally determinle& by the ratio of apprentices to journeymen. Such a ratio is based upon the facilities available for employing and training apprentices and upon future employment opportunities. As the apprentice acquires on the job training from the journeyman, the quality of the training depends on the number of journeymen available to instruct the apprentices and the ability of the journeymen as instructors. It is seldom that a ratio of more than one apprentice to three journeymen is effective. H. Apprentice !,'ages The co:77,on ;lethod of expressint; the apprentice wage is a percentage of the skilled journeyman rate. There should he progressively increasing schedule of wages with in_re::t;es at least every six months. Increases shall be 1-, h2dul.ed throughout the apprenticeship to provide r.. i:rhr; 1r,cf r t ;ve and reward for steady progress is the program. During the last period of apprer.ticehip, the apprentice should reach 85 to 90 per cent of the beginning rate of the paid skilled worker in the occupation. I. Supervision of Apprentices Apprenr i cc _ are customarily under the immediate supervision and instruction of the skilled porker to whom they have been assigned, and under the general supervision of the appropriate foreman. In addition, one person within the organa::ati.on shall he responsible for the supervision of thc €cn: ran pray;ram. J. Apprcn t i cr. ,li ip A,', regimen t the ,%pp-r•c;. :leer Pro,;rarm should }provide for the sil;lting of an r rc .:'ent of apprent ices:lip hole;een each : ppren- tice and ! c prop: r officer For registration pul4,c,scs with the ;'!'proprlat:. rede1a1 ih:..1 SZ.ato AE'c'ncic's erv.ln`s thr, ]c,'c 1 jurisdiction. This i:recr:'nt ;,h:l].l Ccl;ilillll; 1. Ad!rc'_ any 1j , tiid., t l' of tie Apprentice 2. 2. N:►ne r'r the lipl0', v 3. TL, t of i il;• ^ ppren t i cc s!; i p 4. l'; :• c' ; i e d: i 1 c S. Lc'11I,t t. of I'rub;lt ionary Period 6. Outline of the l:c1 r I. Truce ;-c•'; Schedule 7. Number of hours per ye'r tH e Apprentice :it: to attend classes, ,, ,l►ec i f i'' subject;;, and the naNe of the school 8. Special provisions such as credit extended for previous experience, etc. 9. Signatures of the appropriate officer and the Apprentice - If a collective bargaining agreement is in force, the approval of the union is necessary; or if a joint management - labor committee exists, the agreement shall be approved by the committee. V1L Job Instruction A. The Apprentice Training Program will be established on the basis of what the apprentice must learn on the job and through the related academic classroom instruction to perform the operations of the job in a safe and satisfactory manner. The initial develop- ment in this area is the selection of qualified in- dividuals to conduct the training who are thorouthly skilled in all phases of the occupations they will teach. B. Procedures of Shop Instructor. 1. He will question the apprentice as to what he knos about a specific operation or process. 2. He will demonstrate each op?ration by slowly pe forrling cncb new; process or step, emphasizin€, the ke:. 1:oif `. . ncl ,a rc'ty precautions. 3. He 1;i11 have tale r;pprent icrs perform the operation assisting him if the need arises. 4. He will have the apprentice repeat the work several tines under observation until he can perform it alone, safely and well. 5. He will co t i ntc<, h i.s sulwrvi si nrl r:nd encourage questions. to assure himself that the apprentice is carrying out the methods and processes he has been tnught. Academic 1:kstruction A. Apprentices will undertake a comprehensive academic cttl•ricrllu;� of instruction relating to a specific trade administered through the facilities of the Dade County School }to:, rd . 13. Cots and specific requirements will be developed t}trots 1h the agency within the City of. Miami ad:.inistcrirtg this program. IX. Final Concept Cent.t ;t 1 to the 1'1;t2'i' :ng i'ud Irpi !'mcnt.: t i on O A, Equal (ij,p,, r t tin i t > Appl i (';t t i c,;,, selection and t ret i.ng procedures l;ct'. t. be conducted on the h;.'; i s of equal o}tl,;;t•ttln i t y without regard to race, color, creed or national orifin. 1Ii Ilt1d1tI',i), tri•tll'•fc'is, 1!r!i't",, :!ll'1 CI'.i(11:Irl;e:• rIOe the Apprentice 1'1 (,; t.illu Ia!I', t ht. c c)tltlt •: t c'd in tht� S;lmo fashion. 'this will Crlstlrc ccelpliCtTl..(• with Fc'deril1 iuid State 1,7w5 and re� u1itt i c'n,, t:hich provide for nondiscriinnt. ion in a1)pcent i cc•:•hip and employt,tent pre--Erapioy i!ent eSt.s Written and oral evaluations will be the province of management. Aptitude testing is available through the local office of the State Employment Service and the Dade County School Board. In addition, school records should be checked as secondary source of aptitude. The purpose of testing is to eliminate those individuals who do not have the aptitude, in- terest, and motivation to succeed in a particular occupation. Apprenticeship Committees The general functions of Apprenticeship committees are general supervision of the Apprentice Program, selection and enrollment of apprentices, arranging for their employment with t.hc City of Miami, and checki^Lnd cvaluat inz the progress of the individual apprentice. D. Credit fc _' Prev iol!s Experience Most a:' 1're ;1';li'.;; C,:1 1 y :1 provision On credit for prcvi eas experience in the occupation or general trade relaIed skills. the apprentice's experience in the oecu ::icon will be eva lu:lt.ed and appropriate credit will be cllole(1 on the terra of apprenticeship for s:.;:I'. r•::pc•1 Knee. The apprentice. allowed credit for previcus experience will be advanced to the wage level appro' rip :c to the amount of credit. Certificate of Coripletion Each apprentice shall he awarded, after 11e has sitis..:ctorily coeplc•teil his apprentice t.r'aininf;, a (:crtii to of Cc):.:plt•t ion or A!: rert ice!.hii). 11l corn;i:t i:.Je with r(•,'.i!:t('red j)rc.' tct::, ;i; h :) (.i'ri i fic':Ite is ava i 1 ,.' l e f i'c)r thy State Apprcll t. i c.c:..h i p Agency or frc,i.i the l:,l rc•, 11 or ice i jl ::Ili 'l•ril.i It i nt; F. 1'.C:g i st i'ii l i t)n of the Prol.,rilli: Apj)ren l .l( . }I t 11 j))'c,i :I illl:l tj`•j'I on l ! c'('.,11' tl are rC•!' i t , !'('d b; l . 1; the S t '' t (' Of the i (''' (i! I Bu:.e,e of App i•e i i (' (..}I i jl :111(t , Trd i Il i Ill, 1t i .,'t i , i C,!! ; v lent ;I 1'y . .I li:'U! t"1 rC'!; 1 t r;! 1 I l�'.' i s` vo l lln t .. i> 1 i':'c:ll ?: t ei; i t ;l t i c':! :l c'c>1) i r i lll: i i c'•; (.. 1 1 CICId'' t t }'. II'it l ('i':+ I j1001 C+r 1I) I'pi 1't':;: 1t t, 1'It):• ,'t) i1:. 11t1.` i:'1' 11f t i•:: 1 n) Il The 1 t',l'.• r.' 1 1;O;: rd ..;l i r: t;l i tIs 4 C'lll'1'C i, . re ,rd or i :! i I •t 1 cs, trt ds , :'tici 0'i .:' on 1 r;' i ii l •,.r irr-r-w• 1,1 'rltrc rvicztt.: r ,I T— 119 Minimum Wage Laws It will be necessary to start the Apprentice wage rates at least at the minimum statutory rate. It must be determined beforehand whether: 1. The apprentice will be paid for classroom attendance but the hours not considered hours of work 2. The apprentice will attend class without being paid or the hours counted 3. The apprentice will attend class as part of his regular work week and will be paid at his regular rate First Year Cost Projection* No. Classification titiagel Training2 Period Total 2 A/C Mechanic $2.72/dour 2,000 hours $10,880.00 2 Carpenters $2.72/Hour 2,000 hours $10,880.00 2 Electricians $3.48/Hour 2,000 hours $13,920.00 2 Linemen $3.14/Hour 2,000 hours $12,560.00 3 Painters $2.59/Hour 2,000 hours $15,540.00 1 Plumber $3.48/Hour 2,000 hours $ 6,960.00 12 $70,740.00 18% Fringe Benefits 12,733.20 Instructional Material- F, Printing 1,000.00 Classroom Instruction 6 Classes X 144 hours @$10.50/Hour3 9,072.00 $93,545.20 150% of entry level journeyman hourly wage 2Apprentice training period is approximately 2,000 hours per year 'Apprentices registered under standards shall receive a minimum of one hundred forty-four (144) hours per year of technical and theoretical instruction in subjects related to !.their trade. *The intent of the City of Miami Apprentice Program is to guarantee permanent employment unless funding prohibits the completion of the program. In that event, the City of Miami will counsel apprentices and every effort will be made to establish employment elsewhere.