How does the SWAG Apprenticeship differ from other models?

  College of the Canyons apprenticeship-training program differs from the traditional employer sponsored program in that the college will sponsor the program, manage the administrative aspects, coordination elements of RTI, certifications, and facilitating the national credential for the apprentices. The SWAG Model allows for intensive coordination and the freedom for employers to do what they do best, provide an excellent ‘hands-on’ training experience.   

What kind of support can I expect from College of the Canyons?

  SWAG will work with each employer partner to monitor and track RTI, earn certifications, provide technical assistance, and coordinate OJT funding. The College will manage and coordinate 100% of the administrative aspects of the program.  

How much does it cost to take part in the apprenticeship program?

  The cost to employer will be no more than the traditional cost of on-boarding a new hire and in most cases will be less, given the strong support of workforce Innovation Opportunity Act (WIOA) funding to support apprenticeship.   

How much paperwork is involved?

  There is some tracking of training hours to manage. This can be done manually through a simple chart provided by the Department of Labor, or digitally through software that SWAG will offer as part of the Apprenticeship Partnership.  

Are there any legal issues related to having an apprentice?

  The legal requirements related to apprenticeship that apply to registered apprenticeship programs are contained in 29 U.S.C. 50 and Title 29, CFR parts 29 and 30. Title 29, CFR part 29 contains labor standards for the registration of apprenticeship programs. Title 29, CFR part 30 contains equal employment opportunity in apprenticeship training. SWAG will ensure compliance with employer partners.  

How many apprentices can a company have at one time?

  The minimum amount of apprentices a company may have to operate an apprenticeship is 1:1 (i.e., one apprentice to one Journey Worker). This ratio differs by industry sector.  

What if the apprentice does not work out? What are my options?

  Although the goal is for each indentured apprentice to complete his/her program, apprenticeship is ‘at-will’ just as standard employment is. An employer may end the apprenticeship at any time during the program if minimum standards of employment are not met. Employers are not obligated to maintain poor performing apprentices.