Bay Area SMACNA Newsletter 3rd Edition 2022

PRESIDENT’S REMARKS

We’re only a few weeks removed from the 2022 SMACNA Annual Convention, where many of our members and associate members gathered for four days of great educational content, networking and breakout sessions. With topics like how to maximize your team, transitioning management through a succession, trends in the project risk environment and more, attendees were given plenty of opportunities to learn and socialize with industry peers. This is SMACNA’s premier event of the year, and we never fail to come back energized and full of new ideas to continue ushering our businesses forward.

Rich Buckley

Another exciting development within our association is the recent onboarding of new officers to our Board of Directors. We held our first meeting with a full slate in September and are excited for the future of our organization. See page 7 for a full list of your new board members.

As we draw closer to the end of another successful year, we reflect on the positive things we’ve accomplished. Apprentices are now training in a new state-of-the-art JATC in Livermore. We’re also excited for the buildout of the new Bay Area SMACNA office location. Be sure to look for updates in the next newsletter. Finally, our annual Holiday Dinner on November 12 will take place in a new location — the Palace Hotel, a historic San Francisco landmark. Members are invited to join us for an evening of dinner, dancing and entertainment as we celebrate the year together. For more information, see page 2.

My term as president of Bay Area SMACNA is nearing its end, so I’d like to take this opportunity to thank you for your support and collaboration. I have no doubt we’ll be in good hands with incoming president Keith Atteberry, whose values and experience will continue to keep our association at the forefront of innovation.

SEXUAL HARASSMENT PREVENTION TRAINING

California employees ?

Sexual harassment can happen on the jobsite, in the office, at a trade show, through social media … and it’s more than just unwanted physical contact. According to the California Department of Fair Employment and Housing, sexual harassment is “unwanted sexual advances or visual, verbal or physical conduct of a sexual nature,” which can include derogatory comments and even threatening retaliatory action.

Harassment is still an unfortunate reality across many industries, including construction. California Senate Bill 1343 requires all employers with five or more employees to provide sexual harassment prevention training and education to all supervisory and non-supervisory employees.

Bay Area SMACNA (BAS) is dedicated to supporting our contractors to create a safer workplace for everyone. To ensure your business stays in compliance with California law, we’ve compiled some FAQs.

Who can provide the training?

Sexual harassment prevention training must be conducted by a qualified trainer:

ATTORNEYS who are members of the bar of any state for at least two years whose practice includes employment law under the Fair Employment and Housing Act.

HUMAN RESOURCE PROFESSIONALS OR HARASSMENT PREVENTION

CONSULTANTS with at least two years of practical experience in one of the following:

• Running discrimination, retaliation and sexual harassment prevention training

• Responding to sexual harassment or discrimination complaints

• Investigating sexual harassment complaints

• Advising employers or employees about discrimination, retaliation and sexual harassment prevention

HIGHER EDUCATION INSTRUCTORS with a post-graduate degree or California teaching credential and either 20 hours of instruction about employment law under the FEHA or Title VII.

How much training time is required?

Supervisors must receive two hours of training, while non-supervisors are required to receive one hour of training. Training must occur once every two years.

Who is responsible for providing the training?

APPRENTICES: The SMW Local 104 and Bay Area Industry Training Fund (Apprenticeship Program) provides the training and monitors compliance.

JOURNEY AND OTHER WORKERS: All SMW Local 104 employees must be trained within six months of hire.

SHORT TERM OR SEASONAL EMPLOYEES:

Those who were hired less than 6 months ago must be trained within the first 100 hours or 30 days of hire, whichever occurs first. Contractors can check with other organizations to confirm whether training has been provided and monitored by a previous employer to comply with the state law.

SUPERVISORS: New supervisors must be trained within 6 months of assuming their supervisory position.

ALL OTHER EMPLOYEES: Contractors are responsible for training and monitoring all employees for sexual harassment training every two years.

How long does the training take?

Training for both supervisors and non-supervisors can be broken into segments and must take place during work hours. For example, training can be done in 20-minute segments as long as the minimum training requirements are met. Online courses certified for the State of California.

Who pays for the training?

Employers must pay for all training listed above, except for apprentice training.

Bay Area SMACNA has partnered with Elizabeth M. Pappy, Esq., of Burke, Williams & Sorensen, LLP and ClickSafety for reimbursement for appropriate training courses.

WANT MORE APPLICANTS? SELL THE SIZZLE!

The pandemic touched every aspect of Americans’ lives – both personally and professionally – and left many wondering if their career path was the right one. Last year’s “Great Reshuffle” started an unprecedented jobhopping trend across all industries, particularly among a younger demographic. They reevaluated what they deemed important and began looking for jobs that better aligned with those wants and needs.

So, what exactly are millennials and Gen Z looking for in a workplace? Characterized as ambitious, millennials are often driven by the opportunity for career advancement (and the pay that comes with it). Gen Zers are the youngest of today’s workforce, prioritizing flexibility and a worklife balance. Both are interested in purposeful work, sustainable choices, developmental opportunities, diverse cultures and the availability of better mental health and wellness resources.

These generations are unlike their predecessors who followed the status quo. They’re willing to shake things up. They’re willing to tackle challenges in a different way. And with more and more of our workforce retiring, we need them to fill the talent gap. But first, we need to learn to “sell the sizzle.”

What does that mean, exactly? Focus on what today’s job seekers want: benefits, experience, company culture, etc. What sets you apart from your competition? Inject a little creativity to help reach the talent you want to recruit. A boring job description that reads like a laundry list won’t sell the position — and if you can’t sell the job, you won’t fill the job.

Showcase flexibility when possible.

According to new CareerBuilder research, jobs allowing employees to work from home full or part-time saw seven times more applications than in-person roles in early 2022. Flexibility is the new norm, so make sure you advertise whether the position can be remote/hybrid.

Make compensation easy to find.

Let’s face it, candidates want to know how much they’ll be getting paid. In fact, a recent CareerPlug compensation survey found that 55% of all workers are hoping to see a pay increase this year — and 67% plan to explore new industries/fields. Of course, this often relies on previous experience, but a typical hourly pay range or annual salary is more than acceptable to post within a job description, along with any other great benefits and company perks.

If you’re using an online job board, your job will be posted alongside dozens of other similar positions. How will you make sure yours gets noticed by the right candidates? Grab their attention with a compelling intro (it may help to get your marketing team invested in this process). Video and other visuals can go a long way, too — particularly for sharing across your social platforms. For more tips, check out How to Write an Effective Job Description by WorkforceHub (https://bit.ly/3RtuSYc).

We all know turnover costs money, but do you know just how much? According to Gallup, the cost of replacing an individual employee can range from ½ to two times that employee’s annual salary due to advertising, onboarding, training and more. Not only will investing in your recruitment strategy help you find (and retain) the best talent, but it’ll also help keep your bottom line healthy.

GAINING EXPOSURE: INTERN TRAINING DAY

After a two-year break, the 2022 Intern Training Day was a tremendous success! Hosted by United Mechanical Inc. (UMI), there were more than 30 high school and college students in attendance representing over 10 contractors. The morning started with a presentation from Kathy de Jong of Bay Area SMACNA on the importance of the sheet metal and HVAC industry. Next, the students learned a little about UMI and the different aspects of working in the industry from UMI President and CEO Leonard Bertolami, Director of Construction Operations Jaime Gonzalez, Executive VP Neal Fox, Director of Engineering Alex Sandoval, Director of Administrative Operations Carna Phillips and past intern turned Project Engineer Nico Holman. Their overall message to students was the importance of working together and communication to ensure effective solutions are executed for the client.

Students were then taken on a tour of UMI’s shop to observe workers and machines in motion, from the plasma cutters and Whisper-Loc, to viewing various finished products.

Seeing the physical equipment helped me to get a scale of the project.

After lunch, the group was taken on a job walk at an Apple production site to see current work on the HVAC systems. Project Manager Jake Zander provided a detailed tour to the students, including lessons learned and a walk around the roof to see how new and existing HVAC systems were installed and supported. The job walk was a highlight of the day. When asked what else participants liked most about the Intern Training Day, comments included, “seeing the physical equipment helped me to get a scale of a project,” the “connection between the design and actual build” and “the explanation of what SMACNA is and what they stood for.”

Bay Area SMACNA’s Intern Training Day is a wonderful opportunity for Bay Area students to gain exposure to the sheet metal and HVAC industry. In partnership with Sheet Metal Workers Union Local 104, a Memorandum of Understanding (MOU) enables both large and small contractors to hire one intern per summer for trade exposure in shop and field roles. Interns who are enrolled in non-trade roles, such as engineering and accounting, are also invited to attend. Interns who have been awarded a scholarship from the Bay Area SMACNA Scholarship Trust Fund are eligible for a 50% increase in their final scholarship amount after their internship is complete.

IN MEMORY OF LES PETERSON

With great sadness, we announce the unexpected passing of longtime board member Les Peterson. Les was a third-generation owner, president and CEO of Peterson Mechanical, a Sonoma HVAC company with a 106-year tenure. Under his leadership, Peterson Mechanical took on cutting edge projects throughout the Bay Area, including early development of geothermal energy at the geysers in Northern Sonoma County. He also helped pioneer the Heavy Metal summer program to encourage students become interested in the trades.

Both personally and professionally, Les was always there to lend a hand. He contributed time and services to a number of community organizations, including the Sonoma Valley Boys & Girls Club and the Sonoma Valley Field of Dreams.

Peterson Mechanical’s 40-year history as a Bay Area SMACNA member meant Les was well-known to his peers and colleagues. He had been active on the board of directors and executive board from 1998 through 2022. His absence will be felt for many years to come, and his friendship and generosity will be missed by many.

Our sincere condolences go out to his wife, Peggy, his children and all of his family and friends.

Many thanks go to UMI Program Manager Katie Junge for spearheading this successful day with Bay Area SMACNA staff.

WELCOME NEW BOARD MEMBERS

The Bay Area SMACNA Board of Directors recently welcomed five new faces. Effective leaders within their own companies, each of these individuals will be instrumental in the development and execution of our association’ s strategic vision. We’re excited for them to share their expertise.

Let’s meet our new our new board members!

Larry Jimenez SALES MANAGER, ACCO

Larry Jimenez is currently a Sales Manager at ACCO Engineered Systems for the Bay Area based out of San Leandro. He has been in the mechanical contracting industry for 27 years and started at ACCO in 2009. Larry attended college at Cal Poly San Luis Obispo and enjoys outdoor activities.

ACCO is part of our East Bay district and specializes in commercial HVAC, commercial refrigeration systems, custom fabrication, industrial sheet metal and kitchen equipment.

Leonard Bertolami PRESIDENT & CEO, UNITED MECHANICAL

After graduating from Cal Poly in 1993 with a degree in mechanical engineering and technical communications, Leonard Bertolami began his career with ACCO Engineered Systems in Northern California. During his 20-year tenure, he designed and managed a wide array of technical projects. He eventually moved into corporate management as Senior Vice President of the Northern California Project Group. In 2013, Leonard became Vice President of United Mechanical, and was promoted shortly after to President and CEO. He is also the founder of a Bay Area Dolby Atmos music recording studio and enjoys spending time with his family, playing the drums and golfing.

United Mechanical specializes in HVAC and plumbing systems design, construction, retrofit, repair and 24/7 emergency service for commercial and industrial properties throughout Northern California.

Mike Fisher PRESIDENT, THERMA LLC

Mike Fisher began his career at Therma in 2004 as Risk Manager. In 2014, he was promoted to COO and became responsible for oversight of Therma’s Nor Cal operations. In July 2021, he was promoted to President. Prior to joining Therma, Mike served as President of Ross Cook Corporation, a manufacturer of centrifugal blowers for the semiconductor and biopharma industries. When he is not working, Mike enjoys spending time with his two daughters, mountain biking and fly fishing.

Therma is a design/build contractor with 1,200 employees and offices in Emeryville, South San Francisco, Fremont, Pleasanton and San Jose (corporate). Therma expertise includes, HVAC, plumbing, process piping, architectural metals, fabrication, industrial automation, building controls and specialty process systems.

Vijay Singh CEO, ICOM

Born and raised in India, Vijay Singh came to the U.S. in 1993 and received his master’s in mechanical engineering from San Jose State. With 27 years in the industry, Vijay started as a project manager at Critchfield Mechanical and was with them for 18 years prior to joining ICOM. In 2014, he joined ICOM as a partner and transitioned to the CEO position two years later. He is thankful to have had the mentorship he experienced at ICOM and values that they add new, younger partners to carry on ICOM’s tradition.

ICOM, which stands for Industrial/Commercial, was founded in 1981 as a small HVAC system installation and repair company with a 24/7 full-service maintenance department. The company has since expanded to provide industrial and commercial design/build contracting services to general contractors and business owners who need HVAC, plumbing and process piping design/build services.

Michelle Acosta

VP OF OPERATIONS AND MARKETING, ACOSTA SHEET METAL MANUFACTURING

Michelle Acosta was recently announced Vice President of Operations and Marketing at Acosta Sheet Metal Manufacturing. She was also named one of the Silicon Valley Business Journal’s 2022 Women of Influence. A graduate of San Jose State University’s Lucas College of Business, Michelle is a seasoned marketing and operations professional with expertise in outreach within the manufacturing industry.

Acosta Sheet Metal Manufacturing, also known as Acosta Mfg., is a family-owned sheet metal manufacturer with a 50-year legacy in San Jose. Acosta Mfg. specializes in residential and commercial HVAC duct products, including oval duct, residential and commercial roofing metals and architectural. Their state-of-the-art equipment and highly skilled and experienced team allow them to fabricate custom pieces for virtually any job.

SCHOLARSHIP TRUST GOLF TOURNAMENT

It was a beautiful day for the Bay Area SMACNA Scholarship Trust Golf Tournament at Castlewood Country Club in Pleasanton. Golfers checked in and were greeted with a warm breakfast and gift bag. They were able to browse the raffle prize table and purchase raffle tickets for a chance to win before heading out on the course.

For many years, the Bay Area SMACNA chapter has helped students and their families meet the financial demands of higher education. Many of these students also participate in our summer internship program and learn about our industry through opportunities with our contractor members.

Many thanks to our sponsors for helping make this year’s tournament another success!

THANKS, SPONSORS!

EAGLE SPONSORS

ACCO ENGINEERED SYSTEMS

AXIS MECHANICAL

CRITCHFIELD MECHANICAL

SOUTHLAND INDUSTRIES

UNITED MECHANICAL

WEST COAST ASM

WESTERN ALLIED MECHANICAL WICA NORTHERN CALIFORNIA

BIRDIE SPONSORS

MILWAUKEE TOOL

SILICON VALLEY MECHANICAL TEMCOOL

PAR SPONSORS

ACCO ENGINEERED SYSTEMS

ACOSTA SHEET METAL MFG. AUTOMATED SOLUTIONS GROUP

AXIS MECHANICAL

BAY CITY MECHANICAL BELL PRODUCTS

BENESYS

BROADWAY MECHANICAL

BULLARD’S HEATING & AIR CRITCHFIELD MECHANICAL

DE BELLA MECHANICAL DUCTMATE

ENTERPRISE FLEET MANAGEMENT

HILTI

MARELICH MECHANICAL MILWAUKEE

NATIONAL AIR BALANCE CO. NORMAN S. WRIGHT

SILICON VALLEY MECHANICAL

SMART SMW 104 SOUTHLAND INDUSTRIES

T&A SUPPLY

MECHANICAL

WEST COAST ASM

WESTERN ALLIED MECHANICAL WICA NORTHERN CALIFORNIA WITHUM

FLAG

SPONSORS

HARRIS BAY AREA

BOGIE SPONSORS

POINT PACIFIC

BANK

PERMANENTE

MECHANICAL

HOLE IN ONE SPONSORS

TEE

SCHOLARSHIP TRUST GOLF TOURNAMENT

2022

WINNERS

HILL COURSE

VALLEY

RECAP HEAVY METAL SUMMER EXPERIENCE

More than 120 students participated in the 2022 Heavy Metal Summer Experience (HMSE) hosted by four of our local contractor members: Western Allied Mechanical, ACCO, Silicon Valley Mechanical and Peterson Mechanical.

trades. Not only are students learning through hands-on projects and working alongside craft professionals, they also learn about local apprenticeship training opportunities and how it’s an overlooked post-secondary education option. The program also hopes to create workforce diversity and entice the next generation of craft workers.

Last year, Angie Simon of Western Allied Mechanical, along with Hermanson Company from Washington, piloted this six-week program with the intention of expanding it across the country. This year, the program expanded into five states with the hope that more will join next year.

With the reduction of vocational training and emphasis on college for all high school students, exposure to career opportunities in construction is crucial to the growth of our industry. Highlighting the opportunities available in sheet metal and HVAC through the Heavy Metal Summer Experience introduces high school students and recent graduates (ages 15-19) to careers in the building

The HMSE is a 501(c)(3) incorporated company and is made possible by a dedicated group of working craft professionals, vendors who donate tools and PPE, and contractors across the country eager to open their shops and facilities to host a camp and introduce students to the building trades.

If your company is interested in becoming a future host contractor, email Angie Simon at angie.simon@hmse.org You’ll receive a Hosting HMSE Playbook, graphics and she’ll help connect you with groups promoting workforce development in your area. Interested participants can also email Angie to be connected with upcoming camps in your area. Donations of work boots, PPE, tools, project materials, snacks and transportation are also appreciated and help make these programs a success.

the nation. In 2020, it represented over $1.46 trillion.

3 big reasons students should explore a career in the trades

Through exposure to sheet metal, piping and plumbing trades, HMSE students will explore trades and become part of a team that builds community.

Paid living wages, excellent benefits, onthe-job training, career opportunities and no student debt burden are among the benefits of a career in the trades.

Gender pay gap in construction is one of the lowest of all industries, where women earn 99.1% of their male counterparts.

FIVE KEY TRENDS IMPACTING INSURANCE AND RISK MANAGEMENT

Gallagher is one of the world’s largest insurance brokerage, risk management and consulting firms. As a community insurance broker and trusted consultant, the company helps people and businesses move forward with confidence. Gallagher’s dedicated construction team provides risk management solutions to contractors that extend beyond traditional exposures to protect your business. They work with agents to keep abreast of current conditions and trends, while trying to anticipate future risks.

Gallagher’s knowledgeable in-house team of experts help clients identify and mitigate risks that are under impact from these five areas of particular concern:

1 2

Showcase flexibility when warranted.

Starting in December, the EU’s sixth round of Russian sanctions will prohibit the import of about two-thirds of Europe’s current oil. Because this oil is not otherwise available on the market, Gallagher predicts major shortages in European production of products using oil and gas inputs (e.g. chemicals, fertilizer and plastics), together with major logistical challenges in moving goods by truck. As such, contractors using European-sourced equipment should immediately be looking for alternative suppliers.

Drought induced supply shortages.

The current drought in Europe, central China and the western United States will impact production of products with water-intensive manufacturing products. These include microchips (which have already been in short supply), paints and coatings, textiles and certain chemicals (alkalis, chlorine and industrial gases). Compounding sanctions-related shortages, the European drought is also creating logistical problems by reducing boat and barge capacity.

While the industry continues to navigate current challenges like these, it’s critical to work with a team of construction and contractor experts to help you create a risk management program that closes gaps and supports the continuous running of your business.

3 4 5

Drought induced power shortages.

Many western states are dependent on hydroelectric power, but electricity supply is falling with water levels, and may stop altogether if water levels fall too low. Hoover Dam used to provide enough power for one million homes, but falling water levels in Lake Mead have caused a 33% decrease in power production as of May 2022. If the water levels fall another 90 feet, it will not be able to produce any power. Thermal plants using steam turbines also use large quantities of water, and drought may affect their power production.

Company data and cyber liabilities.

Construction projects of any size run on data, and if a hacker installs ransomware on your system, your project could grind to an almost immediate stop. To address labor shortages, the industry is also turning to robot technology for things like laying rebar, tying the rebar together and 3-D concrete printers. Each of these systems depends on computer controls, often controlled remotely. A hacker penetrating your system could seize control of the robots, causing immense harm. To protect yourself, ensure that all employees are fully trained on cybersecurity issues, your software is kept up to date with the latest security patches and you have appropriate cyber-security insurance.

Safety technology.

Insurers are pushing contractors to use more advanced safety technology, including wearables that can sound alarms to notify workers of restricted or hazardous areas, log interactions between workers for contact tracing and job hazard analysis, warn supervisors of unsafe equipment usage and alert managers to possible injuries to expedite an emergency response. Use of such equipment can also save you money through reduced Experience Modification Rates (EMR) from fewer accidents and greater efficiency to better monitoring of worker activities.

HALIBUT FISHING TRIP

On June 23, Bay Area SMACNA had a great turnout of more than 70 members for the halibut fishing trip in the bay.

Four boats headed out under the Golden Gate early in the morning and fished until the late afternoon. The fog never fully burned off, but it was an extraordinary day for fishing. All boats caught their limit with the largest halibut weighing in at 31 pounds. Thank you to all who attended — we hope you had a great time!

SMACNA NATIONAL CONVENTION

The 2022 National Convention was held in the beautiful Rocky Mountains at The Broadmoor in Colorado Springs. Contractor and associate members had four days of education, networking and unforgettable memories together.

The education sessions topics ranged from communication, equipment and new technology, leadership and workforce planning, to tax incentives and changing project risk environment. One message

that had everyone talking was, life is a team sport. You can’t lead people if you don’t know how to be a good teammate. By putting in the effort and being the best version of yourself each day, you’ll help those around you be the best version of themselves.

The product show offered members the chance to engage with our associate members to learn more about what is offered. The annual business meeting sent a message of optimism for the continued growth of hours in 2023 with

things being back to normal. SMACNA’s new president, Tony Kocurek, spoke about his vision for SMACNA this upcoming year. His objectives include:

• Building stronger chapters by focusing on membership and education

• Building on our strengths in government and labor relations

• Continuing to have a welcoming environment for diversity with more women and minorities joining

• Supporting our workforce and continuing to engage new workers to recruit the best work force available

Angie Simon announced safety awards and reminded everyone to keep an eye out for when to participate next year.

Our Bay Area SMACNA chapter night was held at Restaurant 1858 against the backdrop of Seven Falls, a magnificent series of cascading waterfalls located in a 1,400-foot box canyon. Our members enjoyed dinner, music and views from the Eagle’s Nest. It was great to see so many new and first-time members attend the convention!

The level of content and presenters at the convention was phenomenal. I will take what

I learned with me to improve my leadership skills and grow the business.

JASON BOYD West Coast ASM “

“

LATE SUMMER/EARLY FALL CLASSES A SUCCESS

Due to advance preparations for moving our office in the new year, our educational offerings through the fall are a little lighter than normal. However, the quality of our courses remains top-notch! Check out a few of the recent classes we’ve offered to interested members.

GIANTS VS. DODGERS AT BAY AREA SMACNA’S CHAPTER NIGHT

Although the Giants couldn’t pull off a win for our Chapter Night on September 17, it was still a fun night! Our contractor and associate members were able to network before and during the game and enjoyed the view from our semiprivate section.

The evening started with a pre-game ceremony for Hunter Pence making the Wall of Fame. Will Clark, Barry Bonds and Orlando Cepeda — some of San Francisco’s greatest Giants — were there to help celebrate. Unlike the night before, the Giants were at least able to score two runs against the Dodgers. Even with a loss the energy of the crowd brought everyone together.

Happy Anniversary to John and Wendy Bagot, who celebrated 28 years at the event!

APPRENTICESHIP UPDATES

Number of indentures increasing

With overall hours increasing significantly since April of this year, it’s not surprising that the request for new apprentices has also grown. As of August 31, 2022, 171 apprentices have been indentured for the East, North, South and West Bay areas. The Local 104 SMW Training and Bay Area Industry Fund Board of Trustees has approved additional indentures to ensure apprentices are available to fulfill workplace needs today and in the future.

Apprenticeship funding grows

Due to California’s budget surplus, the Related Supplemental Instruction (RSI) funding allocated by the California Chancellor’s Office of Community Colleges — also known as the Montoya Funds, allocated annually for all registered apprenticeship programs — recently increased from $6.77 to $8.82 for each RSI hour our training program receives for fiscal year 2022-2023.

The Dean of Apprenticeship Programs at Foothill College, Chris Allen, who is our LEA’s administrator for our annual RSI funding, said, “This is the largest increase I have seen to date, and is an incredible investment by the State of California for all registered apprenticeship programs up and down the state.”

These funds will go a long way to ensure our programs continually strive for state-of-the-art technology that supports all our instruction for the Local 104 Sheet Metal Apprenticeship Programs.

The Sheet Metal Workers’ Local 104 and Bay Area Industry Training Fund met in January for the Trust Meeting of Labor and Management. Some highlights and recent developments discussed include:

Pre-apprentices waiting to get indentured can improve their ranking by earning extra points for every month they work and by completing additional elective classes through the training program.

Building Trades Sheet Metal apprentices complete three 2-week sessions during 1st through 4th year, then attend six evening classes as a 5th year apprentice. Service and TAB apprentices attend class in one-week blocks six times a year as 1st through 4th year apprentices, then attend six evening classes as a 5th year apprentice.

Apprentices needing time and space for additional support can request a leave of absence through their local apprenticeship Training Coordinator. Those needing substance abuse assistance can access the BEAT IT program through Local 104.

Apprentices must turn in their on-thejob training hours to the Division of Apprenticeship Standards every month (apprentices do not turn in their OJT hours to the DAS; they submit hours to the training program). If submittals are received late more than 3 times, apprentices are automatically dropped from the program.

Apprentices in good standing receive raises every six months and are required to perform community service hours as part of their apprenticeship.

Atteberry