Anti-Harassment & Anti-Retaliation Guidelines for Apprenticeship Programs
Purpose
These guidelines reaffirm Rogue Community College’s commitment to maintaining a respectful, inclusive, and safe training and work environment. Harassment, discrimination, or retaliation will not be tolerated. All program participants, including apprentices, journey workers, employers, instructors, staff, and program partners, are protected under these guidelines.
These guidelines satisfy the requirement of the Oregon Plan that all Registered Apprenticeship Programs (RAPs) maintain a clear anti-harassment statement and established procedures for addressing harassment complaints.
These guidelines do not limit an individual’s right to file a complaint under the Oregon Plan or with external agencies, including the Oregon Bureau of Labor and Industries (BOLI), as permitted by state and federal law.
Applicability
These guidelines apply to all apprenticeship programs and Joint Apprenticeship Training Committees (JATCs) administered by Rogue Community College. Programs currently covered include, but are not limited to:
MA #5002 – Jackson County Millwrights JATC MA #5004 – Rogue Valley JATC
MA #5005 – Rogue Industrial Electrical JATC MA #5006 – Central Oregon Sheet Metal JATC MA #5009 – Area V Inside Electrical JATC
MA #5010 – Southern Oregon Boiler Operators JATC MA #5022 – Rogue Valley HVAC/R JATC
MA #5035 – Southern Oregon Aviation JATC
These guidelines apply uniformly across all programs and committees listed above and cover all participants involved in these apprenticeship programs.
Guideline Statement
Harassment is prohibited when based on any protected characteristic, including but not limited to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, marital status, veteran status, or any other characteristic protected by state or federal law.
Harassment includes unwelcome conduct—verbal, physical, visual, or otherwise—that creates an intimidating, hostile, or offensive environment or negatively affects an individual’s training or work performance. Examples include, but are not limited to:
- Derogatory jokes, slurs or epithets
- Unwanted physical touching or advances
- Intimidation, threats or bullying
- Displaying or distributing offensive or demeaning materials
- Sabotage or interference with a person’s training or work opportunities
- Retaliation for reporting or participating in a harassment complaint
Retaliation Prohibited
Rogue Community College strictly prohibits retaliation against anyone for filing a complaint under these guidelines, providing information, participating in an investigation, or opposing harassment or discrimination in good faith.
Retaliation includes adverse actions such as demotion, suspension, denial of training opportunities, exclusion, harassment, or any other negative treatment related to protected activities.
Individuals found to have engaged in retaliation are subject to corrective or disciplinary action, up to and including removal from the apprenticeship program.
This prohibition aligns with Oregon law, which makes it unlawful for an employer to retaliate against a worker for filing a complaint or opposing prohibited practices.
Additionally, Oregon’s whistleblower protections prohibit adverse actions against workers who, in good faith, report suspected legal violations or unsafe workplace conditions.
Scope
These guidelines apply to:
- Apprentices
- Journey workers and other supervisors
- Instructors
- Program administrators and coordinators
- Office staff and administrative support
- Any other individuals with whom apprentices can reasonably be expected to have regular interactions as part of their training
These guidelines apply in all program-related settings, including classrooms, job sites, training facilities, program events, meetings, and any other environments where program activities occur.
Reporting Harassment or Retaliation
Anyone who experiences or observes harassment, or believes they have been subjected to retaliation, should promptly report it to one or more of the following program contacts:
- Program Coordinator / Training Director
- Program Sponsor or Committee Chair
- Employer/Site Supervisor (if applicable)
- Alternative reporting contact designated by the program
Complaints may be made verbally or in writing. Reporting individuals are encouraged to provide as much detail as possible, including dates, times, witnesses, and descriptions.
Investigation and Resolution
Acknowledgment
Complaints will be acknowledged within five (5) business days.
Investigation
A prompt, fair, and confidential investigation will be conducted, including interviews and document review as appropriate.
Findings & Action
If harassment or retaliation is substantiated, corrective and disciplinary actions will be taken, which may include counseling, training, reassignment, suspension, or removal from the program.
Notification
Both the complainant and respondent will be notified of the outcome, consistent with privacy laws and applicable program guidelines.
Appeal
An appeal process is available. Information on how to initiate an appeal will be provided upon request.
Protection & Support
Confidentiality will be maintained to the fullest extent possible, consistent with conducting a thorough investigation and protecting the rights of all parties.
No individual will experience adverse consequences for filing a complaint in good faith or for participating in an investigation.
Complaints of retaliation will be addressed with the same seriousness and timeliness as harassment complaints.
Training & Communication
These Anti-Harassment & Anti-Retaliation Guidelines are available on the Rogue Community College website for all apprenticeship program participants.
Training agents are responsible for ensuring that all employees who interact with apprentices complete the required anti-harassment training. Submission of the corresponding Acknowledgment Form confirms both completion of the training and understanding of these guidelines.
Legal Rights & External Remedies
These guidelines do not limit an individual’s right to file complaints with external agencies, including but not limited to:
- Oregon Bureau of Labor and Industries (BOLI), Civil Rights Division
- U.S. Equal Employment Opportunity Commission (EEOC)
- State or federal courts
Additionally, Oregon’s whistleblower protections prohibit retaliation for reporting suspected legal violations or unsafe conditions. Individuals retain the right to pursue legal remedies independent of the program’s internal complaint procedures.
