23.12.2019

Legal Apprenticeship Programs

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Include the reason for the age limit in any job advertisement.

Federal programs in Washington. Many apprenticeship programs that exist in federal agencies, on Native American tribal lands, and for multi-state non-building trades apprenticeships are overseen by United States Department of Labor’s Office of Apprenticeship (DOL/OA) Las Vegas, Nevada. For more information, contact. Introduction. The California Legal Apprentice Program allows California residents to become attorneys without graduating from college or law school, assuming they meet basic educational requirements: if the candidate has no college degree, he or she may take and pass the CLEP, or College Level Examination Program. Autocad 2005 download full crack.

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Apprenticeship combines paid on-the-job training under the supervision of experienced journey workers with related classroom instruction. Most registered apprenticeship training programs last from three to five years as determined by industry standards. On this page: Customers; Authority & Funding; Tips & Guides; Other Resources; Service; Report Fraud; Resources.

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In advance of any claim by any employee or potential employee, if you believe that age is a BFOQ, include your reasoning anytime you advertise for new applicants to your apprenticeship program.

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  • Explaining exactly why the age limit is there will discourage potential applicants from seeing the age limit listed in the job advertisement as an instance of age discrimination.
  • You also should include all applicable EEOC language to the effect that you do not engage in discrimination. You can find this language on the EEOC website.
  • Keep in mind that in most cases you aren't going to be able to make a compelling BFOQ argument for setting a maximum age limit for your apprentice program. It shouldn't matter, since traditionally students and recent graduates will be applying for these jobs – most people aren't contemplating a career change in their 50s.
  • However, you can use other methods to attract younger apprentices, such as marketing your program through a local university or community college, or providing college credit as an incentive (much like internships).
  • When you use these methods, be careful that there isn't any language in your job advertisement that could be interpreted as indicating a preference for younger apprentices, or discouraging adults over 40 from applying.