Gunsmith Apprenticeship Procedural Guide This is a working paper and is under development it is not a finished document. This guide provides operational guidance for implementation of the U.S. Department of Labor Gunsmith Apprenticeship Program. Collimating in a certificate or certificates for Firearms repair, Gunsmithing, Firearm Manufacturing, Barrel Making, Gunstock Making, or Firearms Engraving. Purpose: To provide guidance to Sponsors and Apprentice Applicants on the U.S. Department of Labors Gunsmith Apprenticeship program. Contents: Section: 1 Minimum Requirements of Sponsors & Applicants: 1) Minimum Qualifications for Sponsors: 2) Minimum Qualifications for Apprentice Applicants: 3) Student apprentices: 4) Notification to non Eligible Applicants: 5) Non Discrimination Clause: 6) Participation and Termination instructions for Program Sponsors and Applicants: Section: 2 Certification levels and their Requirements for Completion: 1) Certification levels & Length of Apprenticeships: 2) Work Process: 3) Probationary Period: 4) Disciplinary Actions: 5) Complaint and Appeal Procedures: 6) Substance Abuse Testing: 7) Competencies testing: 8) Wage Progression Schedule: 9) Pryor Experience Credit: 10) Related Supplemental Instruction Requirements: 11) Numeric Ratio of Apprentices to Journeymen: Section: 3 Record Keeping: 1) Log Book & how to maintain it: 2) Apprentice Obligation for record keeping: 3)Responsibilities of Apprenticeship Committee: 4) Make up of Apprenticeship Committee: 5)Responsibilities of sponsor:   Section: 1 Minimum Requirements of Sponsors & Applicants: 1) Minimum Qualifications for Sponsors: a) Sponsor must be *1)Legally engaged in the business of Firearms repair, Gunsmithing, Firearm Manufacturing, Barrel Making, Gunstock Making, or Firearms Engraving in the state the Apprenticeship is located in. b) Have a FFL covering Gunsmithing or Manufacturing, Except for the trades of Barrel making, Gunstock making, unless other wise stated by Federal or State law. 2) Minimum Qualifications for Apprentice Applicants Age: 16 years or older. Education: High school diploma, GED, if enrolled in High school at time of expectance into the apprenticeship program they must maintain a C average. Physical: Physically must be able to work in the trade. Criminal History: Must be able to legally own or posses a firearm pursuant to State & Federal laws. Except for the trades of Barrel & Stock making. Complete Application for apprenticeship in the Gunsmith Program each apprentice (and, if under 18 years of age, the parent or guardian) will sign an apprenticeship agreement with the sponsor, who will then register the agreement f) Must be able to read, write, and speak the English Language. 3) Student Apprentices a) Student apprenticeships are available to high school and community collage students. All apprenticeship requirements and restrictions described in the Standards shall apply to student apprentices, except the following: For high school students, a letter of permission from their principal is required. Student status must be maintained. If a student leaves school prior to graduation his/her apprenticeship can be canceled: Hardship exceptions can be made with the approval of the Apprenticeship Committee., but before completion of the apprenticeship and certification the education requirement must be met. *1)Legally engaged in the business: means licensed in the state the apprenticeship is taking place, to perform all aspects of the trade, having all required licenses from the state and federal agencies governing the trade. Including but not limited to, state business licenses, FFL, Tax Number, 4) Notification to non Eligible Applicants Applicants who do not meet the minimum qualifications will be notified in writing: notification will include the reason for rejection, (Form 3) the requirement for admission to the Gunsmith Apprenticeship Program, and the appeal rights (Form 4) available to the applicant. 5) Non Discrimination Clause a) Sponsors must not Discriminate (based on race, color, religion, sex, age, or physical handicap, which is unrelated to the persons qualifications, and ability to perform the job) in recruiting selecting, employing or training apprentices. There will be no discrimination in apprenticeship employment during apprenticeship including, but not limited to, job assignment, promotion, lay-off, termination, rates of pay, or other forms of compensation, or conditions of work. All apprentices employed shall be subject to the same job performance requirements. 6) Participation and Termination instructions for Program Sponsors and Applicants   Section: 2 Certification levels and their Requirements for Completion: 1) Certification levels & Length of Apprenticeships a) Certificates of completion shall be given to Apprentices who successfully complete the appropriate apprenticeship program. b)The minimum term of apprenticeship must not be less than 2000 hours or 12 months of work experience in each occupation identified in these Standards as apprenticable. The term of apprenticeship must be stated in hours or months of employment. c) Certificates will be given for the following classifications: Certificate Name: Terms of apprenticeships: Firearm Repair Specialist: 4000 hrs. + Related instruction. Journeyman Gunsmith: 8000 hrs. + Related instruction. Journeyman Pistol Smith: 8000 hrs. + Related instruction. Journeyman Shotgun Smith: 8000 hrs. + Related instruction. Journeyman Classic Firearms Smith: 8000 hrs. + Related instruction. Firearms Restorer 4000 hrs. + Related instruction Master Gunsmith: 16,000 hrs. + Related instruction. Barrel Maker: 4000 hrs. + Related instruction. Stock Maker: 4000 hrs. + Related instruction. Firearms Engraver: 8000 hrs. + Related instruction d) Related Instruction must be a minimum of 144 hours per year.   2) Work Process: The apprentice shall receive on the job instruction and experience as is necessary to become a qualified journey-level worker versed in the theory and practice of the occupation covered by these Standards. The following is a condensed schedule of work experience, which every apprentice shall follow as closely as conditions will permit. Employers/training agents shall only use registered apprentices to perform the work Processes. The sponsor may accelerate, by an evaluation process, the advancement of apprentices who demonstrate abilities and mastery of the occupation to the level for which they are qualified. When the apprentice is granted advanced standing the sponsor must notify the employer/training agent of the appropriate wage per the wage progression schedule. 1. Work experience in the safe use of tools. 2. Bench time 3. Lathe Operations 4. Milling machine operations 5. Fixture making 6. Stock making & fitting 7. Action work 8. Firearms theory 9 Metal coating 10 Barrel work Total Hours: 3) Probationary Period a) The probationary period for all Certification levels shall be 1000 hrs. b) The sponsor or the apprentice applicant may terminate the apprenticeship agreement at the written request of either party without a hearing or stated cause during the probationary period. An Appeal process is available to apprentices who have completed the initial probationary period. 4) Disciplinary Actions a) Sponsors may include in this section requirements and expectations of the apprentices and training agents and an explanation of disciplinary actions that may be imposed for noncompliance. The sponsor has the following disciplinary procedures that they may impose: Disciplinary Probation, Suspension, or Cancellation. 1) Disciplinary Probation: A time assessed when the apprentice's progress is not satisfactory. During this time the program sponsor may withhold periodic wage advancements, suspend or cancel the apprenticeship agreement, or take further disciplinary action. A disciplinary probation may only be assessed after the initial probation is completed. During the disciplinary probation, the apprentice has the right to file an appeal of the committee's action with the 2) Suspension: A suspension is a temporary interruption in progress of an individuals apprenticeship program that may result in the cancellation of the Apprenticeship Agreement. Could include temporarily not being allowed to work, take part in any activity related to the Apprenticeship Program until such time as the Apprenticeship Committee takes further action. 3) Cancellation: Refers to the termination of an apprenticeship agreement at the request of the apprentice, supervisor, or sponsor. b) An apprentice may be brought before the Committee for unsatisfactory work, improper conduct, indifference to rules and regulations, or insubordination, either on the job or in the related training classes. The apprentice may be suspended or terminated from the program for these violations. 5) Complaint and Appeal Procedures: a) All approved programs must establish procedures explaining the program's complaint review process. b) Complaints that involve matters covered by a collective bargaining agreement are not subject to the complaint review procedures in this section. c) Complaint (after initial probation completed) Prior to: 20 days of intention of disciplinary action by a committee/organization Committee/organization must notify the apprentice in writing of action to be taken Must specify the reason(s) for discipline, suspension, or cancellation. d) Decision will become effective immediately. e) Written reason(s) for such action will be sent to the apprentice Within: 30 days request for reconsideration from the committee. f) Apprentice to request Apprenticeship committee to reconsider their action Within: 30 days of apprentice’s request for reconsideration. g) Local committee/organization must provide written notification of their final decision. h) If apprentice chooses to pursue the complaint further: Within: 30 days of final action Apprentice must submit the complaint in writing to the supervisor U.S. Department of Labor or Agency named by the State. Must describe the controversy and provide any backup information. i) Apprentice must also provide this information to the local committee/organization Within: 30 days for supervisor to complete investigation. j) If no settlement is agreed upon during investigation, then supervisor must issue a written decision resolving the controversy when the investigation is concluded. k) If the apprentice or local committee/organization disputes supervisor decision: Within: 30 days of supervisor’s decision, request for Apprenticeship Committee hearing l) Request must be in writing m) Must specify reasons supporting the request n) Request and supporting documents must be given to all parties within: 30 days after hearing 6) Substance Abuse Testing: a) The Apprenticeship Committee shall have the authority to adopt a drug and alcohol testing program in order to ensure that each apprentice can work safely in a drug and alcohol free environment. b) Each apprentice agrees to be subject to such testing as a condition for maintaining his/her apprenticeship agreement 7) Competencies testing a) Competencies tests shall be taken prior to advancement to the next wage level.   8) Wage Progression Schedule a) The apprentice will be paid a progressively increasing schedule of wages based on specified percentages of journey-level wage consistent with skills acquired. b) These may be indicated in hours or monthly periods set by the sponsor. c) The entry wage will not be less than the minimum wage prescribed by the Fair Labor Standards Act, where applicable, unless a higher wage is required by other applicable federal law, state law, respective regulations, or by collective bargaining agreement. e) The sponsor may accelerate, by an evaluation process, the advancement of apprentices who demonstrate abilities and mastery of the occupation to the level for which they are qualified. f) When the apprentice is granted advanced standing the sponsor must notify the employer/training agent of the appropriate wage per the wage progression schedule specified in these Standards. g) Percentage of journey-level rate Apprentices shall be paid the follow wage rates 1) 6 months and 750 hours 65% 2) 6 months and 750 hours 70% 3) 6 months and 750 hours 75% 4) 6 months and 750 hours 80% 5) 6 months and 750 hours 90% 6) 6 months and 750 hours 90% 7) 6 months and 750 hours 95% 8) 6 months and 750 hours 95% h) No advancement will be allowed without monthly work progress records being current. An examination must be given to the apprentice at the conclusion of each period, which must be successfully passed before advancing to the next period or a written report of successful progress from the employer, and the related training instructor may be accepted by the Apprenticeship Committee. 9) Pryor Experience Credit a) An apprentice who shows an advanced proficiency on the job due to training received prior to entrance into the apprenticeship program may be eligible for re-evaluation after serving his/her probationary period. b) The request for re-evaluation must be presented to the Apprenticeship Committee before the 12th month of his/her apprenticeship is completed. c) It shall be the responsibility of the apprentice to prove past experience or training and the apprentice must be recommended for re-evaluation by his/her employer or immediate supervisor. d) The amount of credit granted for previous work experience shall be determined by the Apprenticeship Committee after careful review of the merits of each individual case. 10 ) Related Supplemental Instruction Requirements a) Each apprentice must have a minimum of 144 hrs. Of related supplemental instruction each year of their apprenticeship. b) Related supplemental instruction must consist of one of the following: 1) Supervised field trips 2) Factory training courses 3) Approved Training Seminars 4) State Community Collages 5) Technical/Vocational Collages 6) Pre approved Correspondence schools c) The apprentice shall supply to the Supervisor of apprenticeship proof of related instruction, in the form of course transcripts, certificates of completion, and other pre approved forms. d) In case of failure on the part of any apprentice to fulfill the related supplemental instruction obligation, the sponsor has the authority to withhold the apprentices periodic wage advancement: or with a reasonable opportunity to remedy deficiencies, suspend, or cancel the Apprenticeship Agreement. Exceptions can be allowed for sickness or injury. e) Clock hours of actual attendance buy the apprentice in related supplemental instruction classes shall be reported to L&I on a quarterly basis for verifying attendance and industrial insurance purposes or more often if required by the state. f) Apprentices shall not count related supplemental instruction as hours of work unless they are performing a task for their employer. g) Related supplemental instruction activities must be at the direction of a qualified instructor e) Each apprentice shall be required to exercise the same diligence in related classroom work as he/she does in on-the-job training. The determination by the Apprenticeship Committee of an apprentice's progress and fitness for the trade shall be based in part on the proficiency shown in subjects covered in the related trade instruction. f) Apprentices may bank hours to make up missed class time in advance. g) All Apprentices must be released from "on-the-job" commitments to attend scheduled related instruction. 11) RATIO OF APPRENTICES TO JOURNEY LEVEL WORKERS: a) Supervision is the necessary education, assistance, and control provided by a journey- level employee that is on the same job site at least seventy-five percent of each working day. b) The sponsor will assure that apprentices are under the supervision of competent and qualified journey-level workers on the job who are responsible for the work being performed, to ensure safety and training in all phases of the work. c) Apprentices will work the same hours as journey-level workers, EXCEPT where such hours may interfere with related/supplemental instruction. One (1) apprentice to five Journeymen except where such ratios are expressly prohibited by the collective bargaining agreements   Section: 3 Record Keeping: 1) Log Book & how to maintain it a) Each apprentice will submit a daily work record or employment progress report to the training office at the end of each month. 2) Apprentice Obligation for record keeping a) It shall be the apprentice's responsibility to maintain a progress record of educational hours, and work experience performed in accordance with the appropriate classification schedule. b) The above records shall contain the apprentice's name, classification, employer, month and year of report, as well as hours of work performed. c) A Training Evaluation Form shall be filled out in full by the employee's authorized supervisor. Both the record book and the evaluation form shall be turned in to the Apprenticeship Committee every six (6) months prior to re-rate.   3)Responsibilities of Apprenticeship Committee: a) A master record of the apprentice's work experience and related instruction shall be kept by the Apprenticeship Committee. This information is to be furnished by the employer, the apprentice, and school authorities. b) The record cards and all dates pertaining to the apprenticeship shall be the property of the Apprenticeship Committee. . c) An apprentice who shows an advanced proficiency on the job due to training received prior to entrance into the apprenticeship program may be eligible for re-evaluation after serving his/her probationary period. d) The request for re-evaluation must be presented to the Apprenticeship Committee before the 12th month of his/her apprenticeship is completed. e) It shall be the responsibility of the apprentice to prove past experience or training and the apprentice must be recommended for re-evaluation by his/her employer or immediate supervisor. f) It shall be the apprentice's responsibility to maintain a progress record of work experience performed in accordance with the appropriate classification schedule. Such records shall be forwarded to the Apprenticeship Committee after they have been signed by the employer or an appropriate representative of the employer. g) The above records shall contain the apprentice's name, classification, employer, month and year of report, as well as hours of work performed. h) There will be no discrimination in apprenticeship employment during apprenticeship including, but not limited to, job assignment, promotion, lay-off, termination, rates of pay, or other forms of compensation, or conditions of work. All apprentices employed shall be subject to the same job performance requirements. i) Determine the adequacy of an employer to furnish proper on-the-job training in accordance with the provisions of these Standards. Require all employers requesting approved training agent status to complete an approved training agent agreement and comply with all federal and state apprenticeship laws and the appropriate apprenticeship Standards. j) Submit approved training agent agreements to the department with a copy of the agreement and/or the list of approved training agents within thirty days of committee approval. k) Submit rescinded approved training agent agreements and/or the list of approved training agents to the department within thirty days of said action 4) Make up of Apprenticeship Committee a) NOTE: The following is an overview of the requirements associated with administering an apprenticeship committee and/or program. b) The sponsor is the policy making and administrative body responsible for the operation and success of this apprenticeship program. A committee is responsible for the day-to- day operations of the apprenticeship program c) Committee Operations (Not applicable for Plant Programs) Convene meetings at least three times per year of the program sponsor and apprenticeship committee attended by a quorum of committee members as defined in the approved Standards. d) If the committee does not indicate its definition of quorum, the interpretation will be "50% plus 1" of the approved committee members. e) Conference call meetings may be conducted in lieu of regular meetings but must not exceed the number of attended meetings and no disciplinary action can be taken during conference call meetings. f) The Apprentice Committee will record and maintain records pertaining to the local administration of the apprenticeship program and make them available to the U.S.D.O.L., designated State Agency, or its representative on request. g) Records are required to be maintained for five (5) years; all other records will be maintained for three (3) years. h) The sponsor will submit to U.S.D.O.L. or designated State Agency through the assigned state apprenticeship coordinator the following list: 1) Apprenticeship Agreement Card – within first 30 days of employment 2) Authorization of Signature - as necessary 3) Authorized Training Agent Agreements (committee approving or canceling) – within 30 days 4) Apprenticeship Committee Meeting Minutes – within 30 days of meeting (not required for Plant program) 5) Change of Status – within 30 days of action by committee, with copy of minutes 6) Journey Level Wage – at least annually, or whenever changed 7) Revision of Standards and/or Committee Composition - as necessary   5)Responsibilities of sponsor: a) Rotate apprentices in the various processes of the skilled occupation to ensure the apprentice is trained to be a competent journey-level worker. b) Periodically review and evaluate apprentices before advancement to the apprentice's next wage progression period. The evidence of such advancement will be the record of the apprentice's progress on the job and during related/supplemental instruction. c) The sponsor has the obligation and responsibility to provide, insofar as possible, continuous employment for all apprentices in the program. d) The sponsor may arrange to transfer an apprentice from one training agent to another, or to another sponsor when the sponsor is unable to provide reasonably continuous employment, or they are unable to provide apprentices the diversity of experience necessary for training and experience in the various work processes as stated in these Standards. The new sponsor or training agent will assume all the terms and conditions of these Standards. If, for any reason, a layoff of an apprentice occurs, the apprenticeship agreement will remain in effect unless canceled by the sponsor. e) An apprentice who is unable to perform the on-the-job portion of apprenticeship training may, if the apprentice so requests and the sponsor approves, participate in related/supplemental instruction, subject to the apprentice obtaining and providing to the sponsor written requested document/s for such participation. f) However, time spent will not be applied toward the on-the-job portion of apprenticeship training. g) Upon successful completion of apprenticeship, as provided in these Standards, and passing the examination that the sponsor may require, the sponsor will recommend that the U.S. Department of Labor or appropriate State agency award a Certificate of Completion of Apprenticeship. h) The program will make an official presentation to the apprentice that has successfully completed his/her term of apprenticeship.