HomeMy WebLinkAboutC2005-555 - 5/22/1997 - NAWorarer~ ~t Cerporat~
S~nn~.r YoalA laregram '97
Workslte Training Agreement
~'na ngt~snetu is entn~ ~.t. md tntween the Corpus Ou'isa/Ntm~ County W~ D~ C.~ (WDC)
~ tho ,~s~t~d
I'mming Pro,mm (SYWI='fP). TI~ p~post of thtt, ~1 is to provide · s~sannmt of~s~ for enah oftht
parties lO this
Workfol~ l},l~l[l~ll~l,l Corporltrlol
WDC will provide group or tndN'tdtml m'ientstiaa to Ihe/~'s Di.nxa St~ m~l li~ Altmm~ ~ugn~
prior lu rh~ ~itp~em ora Trainee to a worksil~ Such or'in~mt~ will in,d,,d,~ I~o obj~ahna of'the
WDC will u~ tl~ lYtin~'~, ~ompon~nt enrollment and obje~tlvo as~sament nssulta t~ amist wilh tho ~'s
a~ to a wm'kai~ training sloL
WDC w'iU provide nccesa to a full ttme coutmolar who will Maist the A~.mcy with tho id,.~t.itt,~t.~ and reso~
,fi' Lm.ining lsnan,.
WDC will momtor workaitm for complinacc with aU ob.~pJves of Uae pa'ogrnm, supe~viam'y
14'ajnin~ rl~potmibO'~, r~'gord keeping, DOL regu. lm:iom~ and Chikl ~ Laws.
WDC will ps~ aJI Tralnee wages for Ihe scheduled wm'k houri aa saaed on the Plac~nent ~ From md
~n __a~xl wflh cuttm~ Federa~ Minimum Wage mgulatiom.
· ~ WDC wiU rnninl:~ · = Workl.Tl' Cosp~ Policy fix au ,~mrn~* Ymxth Prolp.~ '97 ~
WL~ will prov~le, ut ne co~t to the A~'y. nil safely cquiFmml aa lisled nn I~, Wo~-a~ Tmlnln~ A~
Won4mite Trnlnl~ ~
Al~n:K'y lupervis~l, Din~l: ~ Alten'mle, will ntl~nd Iheb' scheduled ~ lad have · ~ k:nawlod~ of
the obj~fives of the prog. mm, supervisatwy req~ilific~, tr~8 rcspotmib~il~E~ rm~ ~ DOL
A~otY wiU tnuvide full Lune superviskm for Ibe Traine~ duriag Ibeh- scheduled work bom. Full lime ittpm-via~
may be peovided by Ihe Dit~. Sup~whor or the Altenuae Supervisor. If clmi~ the
~ ~pervi~y mspumRnlitiea asso~ated with the Tmb~..
reassignment, will notify the SYWETP Counselor nnd anang for an indivkllml Stq~'viaor
Agnm. y agnawitocs will a.~ ,.mi) throe taaka ns ~ ia the Wocksi~ TminJa~ Al:q~oation and sd~dnio maly
work hou~ aa ~ on the P[acem~s~t Au~hm'izatio~ Form.
· ,l~nncy wtll provide ~e l'rain~ with full time mpe, rv~ion, ~ trttnln~ salty Lrainln,~,,, iOpp]jl:l, nnd eq~ll;l~llR
nece~aty to cumpleu: -~igaed task~
ASaxy win coope'ate wilh any one or all work,lie mo,mLt)rin8 by ~ and tho Te~aa W~ C. twnm~l~.
and U.S. Depm'ml,m~ of Laber (DOL).
A~:ncy a~n~cs to comply wllh all Child Labor Law~, Wage ~nd Hour t~ulatlem, and nil ~ s~abatm or
rl~sslnLiolli I~:~licib~e in IJ1¢ Stt~ Tmin~.
'200~.-~ ~,d,-,,l'Frainee. A~:~-'yahalibermlXmsiblefnrlt~pa;ym~tofmyandallsuah
O5/2/./97
Wl)~
l~,mg~ 2
Agency m'~nll ensm~ ltmt the followi~ t~rm~ a~l conditlo~ will be met:
A currenl work~e employee mlmll not be dtsl:d__m,~d__ by any ~ Trainee (h~lm:li~ p~ttml
such ns n rm'ucdon i~ Ihe hou~ or no~ovm'ime worl~',,s~ or empk~m~t ~).
igreeme~lt wt~oul Ihe wrlflen ~ of the libor m~nbl~Wl ~
4 Strident Tmine~ shall no~ be employed nor job
f~m the =,.=.e or s~b~antlally equivsk~nt Jo~, o~ lb) when the Almcy has ts~mlnnl~l the employm~t of'
~ by hirin~ a Student Tmine~
Jo~m shmll not b~ cmmm~ ~n u t~'mno~nnl li~e thru will Infi'~l~ in m~/W epon I!~ pmmodmal
ot~p~rhmhtes ofc~rmm .ly employed/ndlvidunls.
tl~ Amet'ic~m with Disabilities Ac~ m'td Dins Fmc Workpla~ Act.
O~her
TI~ S~entl~or Orientmton Hexlbook md .,11 fortra ~re i~ hendn by mfenm~ md ~lmll be emmm:~l -.,
i:m't of Ibis ~memem.
WI:~ rc-s~rv~s the ri~t to rt-move Trtlnees from the Agenc-y work~ (s) if' v~)liflonl of WDC Point or W~ ~
Ilour m Child Labor Ragnlalkms oc~u'.
This ngn~m~r~ is in e4Tuct, wh~ Agn~'y snd WDC s~gnstnnn nrc m~d, mhd f~' the period
June ! 19~71o^u[;ttst]l. ~g97
Addre~
c~,,,,z~
Nome
Tille
Si~n~ure
c~ of Cor~-
p.O. B~x 9277
Bill 1-1~nin~.
City h'
1616 M-.lin L2RI~r KJ~i Dri~
Cu.~m Christi, Texas "/~101
De,bormh ~
SUPERVISOR'S HANDBOOK
1997
SUMMER YOUTH WORK EXPERIENCE
AND
TRAINING PROGRAM
(SYWETP)
Workforce Development Corporation
1616 Martin Luther King Drive
Corpus Christi, Texas 78401
¢512) 889-5320
Table Of Contents
A. Prognan Dofga
B. Mission mad Objectives
C. Tminin_g Agenc3' Worksile Requirements
I). Agency Sul~rvisor
I£. Agency Sut~rvisor Responsibilities
F. Work-Based Learning (SCANS)
G. Implementation
H. Conclusion
I'minees Responsibilities
A. Conduct and Attitude
B. Dress Code
C. ~ve Absenteei ....
I). Work Schedule
E. l'mrmfer Proce~.~
F. Fra.finafion Policy
G. On The Job Injury
H. Worker's Comperr~tion
I. Comphlint & Grievance Procedures
.I. Compliance Monitoring
K. Corrective Action
L. Fminee Evalu~ion
Payroll Guide
A. Time Sheet Procedures
B. Payroll Qu~ions
Field Trip Policy
t ;etling The Most ()m Of Your I'minee
Program Evaluation
I. Work.site Training Man,mi Check List
2. Equal ~ity is the Law
3. Notes
INTRODUCTION
~A elcm~e m the Workforce I~-velopment Corpomxion (WDC) Summer Youth Work E.xpm'iet~e and
I nfinmg Progrm~ (SYWETP) Supervisor Orientation.
In Oc0oher 19~, ConL~S ~ th~ Jo~ l'mi~in~ ]hn'tne~ship A~ (JTPA), making m~jor chamg~s
m thc way r-e~,mJly funded ~mployment and 17~n(n~ pl'1:)l~Bl'l~ ~ pimped ~ hnpl,.~m..~l. TI~
purl~se of~he Ac~ is to establish programs to prepare youth snd unsldllext adulm far e~try into tl~
mhor fomc
I-he Job Tminin~ Pt~ll~'llhip Act (JTPA)
I'r~n,n~. ~ (SYWE=I'P) to help youn~ people from economically clJ,~advaz~l&ed f~rnili~
provide them with wo~ experience and ed-o-~fional oppommifies.
Il .mu should have any questions about thc progratm plca.~ comam your aszign~! coxmaelm or Dale
Ho],. x120. or Debbie Warren. xl27. Co-Managers at 889-5320.
GENERAL INFORMATION
A. PROGRAM DESIGN
'l-he Summer Youth Program is administ_m~ by the Workforc~ Developmem C_xnpc~ation (WDC)
and coordinated with oflgx organizations and the community..
For the Sm ..... ~ of 1997, at least 820 Nuecea County youth will be certified to pm'ticipate with a
xm'iety of Special Projects. educational o ~rgani~rtiorm. public agencim, mad work extnaSmme ~tea.
I'hese youth will re~___',eive u General Orientation designed to f~nilim'ize them with the summer
,;.~ploymo~ work m~m,6ty ami life skills. 'rbb ~raining is design~ to enhance ~ ~ ai~i~b
,md a value system ~ should he d,~,,',ousl_,'ai~xt on the job.
the misamn of SYWETP is to prox4de the youth of Nueces C'oumy with memaingful wm:k
experienges and tra/mng to increase their employability, instill work ethiea, reapomdbility,
depeodahility, pumauality, and increase their knowledge of tl'm world of work.
\s a SYWETP worksite supervisor, you arc expected to heap enhance thc basic akills of Tminem,
bridge the gap. between education and w~nk, help the Trainee learn the value of cm'ning a living,
encourage higl'mr exlucation and help your Tmincc incrcazc lt,-ir quality of life.
AGENCY WORKSI~ REQUI~M~CI~
I:verx worksite is REQLrlRED to have a WORKSITE TRAINING MANIJAL. ~ Mam~
MUST be accessible at all times to Agency Supervisors, SYWETP Cotm~lors, and WDC lo,ad,
~tate. and liederal monitors throughout the program. Agency Supervisors should read the Manual
and be able to retrieve it at all times.
'l'h~ Trainee time sheet mnst also be accessible ami nvailable nI all times to the sutxrvisor,
SYWE'I'P counselor, and WDC monitors.
D. AGIlNCY IRIPI~IYiSOR
The success of this im~gmm d~e~la a great deal on yom the Agency Supervisor. You will be
intmd~ing young IX~ple (ag~ 14 through 21) m the world of work. A poaiilv~ oomequm~ ofthe
supervisor laXXa~ is ~ml¢ modeling." Interm-'tioa between you amt tbe Tmin~ provid~ tbe ~
insledien~ tbr a positive win'king environment. Be candid with your mode of snimrvision, but be
comistent ~md firm.
,\~ an Agency Supervisor your job will be mo~ ora teacl~r/supcrvisor role. Most positions will
k, inecngotm~ into tbe newer and mo~ challenging worksit~s that are knowledgeable m:d ~
m improw the ~'tary's ~.~ommission on Achieving N~,mry Skills (SCANS) formal
~ke am striving to mnke t_he youth of Nu__,-ces_ County meet all the expectation of employers nad
develop the ability, to compete in a global job market.
All Agm~.' Supetviso~ am rmlxmsible for tbeir Trainees. Ag,~cy Sut~rvistxrs na~rmaeanl~r ~
their role will play an important part in the work habits that the Trahae~ will carry with th~n
thmughom their lives.
I,i.,ned I-,ek~w m'e thc guidelines Iix an Agency Supervisor:
I. Agency Supervisors. Direct and Allea .t~ate_ will a_tt _vnd their _sch~_ flod orieram'ion and
hax. e a working knowledge of the objectives of the progratm suoexvisory nmpa~ibilRiea,
Imining responsibilities, record keepin~ DOl. mgulatiom, and Child Labor Law~
2. a, gencyS~mmm~a~~lo~oft~~~. Tl~In'efetmd
ratio of suptvvimrs to trainees is 1:8.
.\gcnc.x Supowisors will provide full lime supervi~/on for tl~ Tmine~ dm'lng tla0ir
scbeduled work hours. Full time supervision may be pmvicted by tl~ ~ 8upgtwi~
or thc Alterrmlc Supervisor. if during the Ilaloin~ p~riod, ~ Astmcy ~
sulx~x'is~rS' resl~msibilhies assocint~l with the Trainee, th~ Agency, within 48 houra of
such ren~-qio~nmcnL will noti~ the SYWE'I'P Counselor ~ a~a%o~ for an individmd
SUlX"rvi~r Orienlmion.
4. Agency Sul~wisors ne~d to plan activities so that they and the Trainee will know what
is to be accomplished during .scheduled ~xwk hours.
5. Asency Supervirors will assign only those ~ as listed in the T~ine~ Job Deacription
and schedule only those work hours as stated on the Pl~____oemem Authoriz~tlon Form.
~,. Agency Supervisors will provide thc 'l'mine~ with full time ~pe:r'visio~, job training,
safety training, supplies, and equllxnent necessary to complet~ assigned ~
?. Agency Supe~isors will cooperate with any one or all worksite monitorin~ by WDC, mad
tbe Texas Work forcc Commission (TWC). and U.S. D,:pmlxr~ of Labor (DOL).
8. Agency Sup~wiaors agre~ to comply with all Child Labor Laws, Wage ~ Hour
r~-guhttion~ and all other statutes or regulations ~pplicabl¢ to the Tralno~.
9. Overtime hours tbr Trainees are prohibirt_~ by WIX' policy and Child lah0~
In the event that overtime wages occur, mimer of thea~ wage~ to WDC shall
he the sole liability of the Agency.
10 Agency Supervisors may be requested to assist the Tralne~ with their journal
11 Agency. Supe~'isors will provid~ the Trainee with an ~ m ~ wutk
aasociat,"s and all appropriate worksite policies arid procedure.
12. Agency Supervisors will assure Trainees' payroll time ~ m~ c~_up!e~__-, ~
verified, and prtqx'rly signed and reedy for pick-up at the ri~ignat~! tim~.
13. If the Trainee is ,njured on the worksit~. Agem:y Sutzrviam MUfti' submit the First
Report nf injur~, form to the SYWETP office wiltmin 24 hours of the injury.
14. Agency Supervisors will as,mm tim 'rmineo ar~ provid~:l with m:qa'otnin~
equipment anclh~r muteriaLq to complet~ expect~ work assignments.
I1~ ',YWI-'I'P slaff will l~vide thc followinS:
;. ',;YWt.,'I'P Counselors will prox4de gn)up or individual oricr,~*~ to ti~ Agcn~'. Direct
· and Altcrrmt~ Supervisors. lmor to th~ assis, uu~tt of a Trainee to a worksJte, Such
,n'icnmtion will include the objectives of the pmgnum supervisory reapnmihililJea, training
responsibilities, recxnxl keeping, DOL regulations, and Child Lalxn' I.awa.
2..gYWETP Counselors will provide a Workait~ Traiatng Manual which will cover tl~
4,
re~otmibilities, procedure~, and operations of the Summ~ Youth Work Experitme~ &
Fminin8 Pt~l~am.
SYWETP Courmeiors will be uccesaible to the Agency Supervi~ora to am~t with t~
idm-~fi~on and resolution of training iss~e~.
.'4YWE'I'P Coun~lors will monitor work,dtea for compliam~ with all objec~vea of the
program, sttper~isor3.' responsibilitie~ tmini%o reaponsibilitiea, record keq~tg, DOL
regulations, and Child I.abor I.aws.
WDC,'SYWETP will pay all 'l'raincc wages for the scheduled wm'k houm as stated
on the Plaecn~nt Autho6z~ion Form and in accord with ~ Fcdc:ml Minimum Wage
regulations.
.',;YWEI'P Counselors will collect and review all 'l'minee time ~ at fi~ end of each
'L SYWETP Counselors will notify th: Agency. Superviso~ of uny ~ in the Traitor's
~i'~:tule or stattm.
8. SYWIffP Counselors vdll provide written emergency ~ for th~ Ageag'y
Supervisors to follow ifa Tmincc is injured on thc job.
,~..~YWETP Coun.~iors w. ill review and assist thc Trainee with thc th~rjo~.
I'ke I I.~l ,~ll(~l~i~ ol'l.abor's Commi~on on Ae evintl l'4ece ary Skills (~CANS) wa~ talked to
exnmi_ne the demand of the wo~plnce and whefl~ ~mr youn£ people nm ?able of meeting thoae
dcmnnds, Specifically, the Commission was directed to advise the Sect~-tnry on the level of akilh
required t~ ~ter employmc-~t. SCANS research verifies that what we caJl ~ ~
defines effccfive job performnnce.
DEFINITION OF THE SCANS FOUNDATION SKILLS
I~IC SKIN
Rmdlul:
Wr#tn~:
Aridlme~Je:
l.oc~.ea, tmderm:nc~ nnd ~ wri~en informsflon In prose and ~ to perfom
ILqk.~.
Communicnles IbOO~ts. idet%, infoernntion, nnd me.nil, es In
Receives. alzmlds to. interpre~ smd responds to verbll meltons and odim' c~m SlX~ aa body
Inngua~e in wn~ thnt m'~ a. plx~)fn'i~ to Ihe Ixn'po~e.
and c~nmunicalm orul meua~s .l~a,.q.,, lath m lis~nm ~ situsflont
('reith'eT'mlmld~: U~es immglTmion fre~.N, combi~e~ ~ or in£,~,umioe in new WlyB tim revm] ~ew
possi~lit~e~.
Det-ls~ou Makro: Specifies goal~ smd coe~trnints, genre n~ cmaick~ risks, and evO. mm md
m I~ alternatives.
Problem,Solving: Recognizm tl~t a problem exists (i.e. there is a di~repancy m what is nod what nhou.id
.~'e~g Thtnl~ ~ Or~anl. ze~ ~d ~-,.,~.esses symbols, picture~, e ~ obJec~ or other tnf,.~,m:lon; for
Mind',, Eye: cxamp~ s~es a buikfing f,,,.,~ a blueprint, n system',~ eperafion fi'om ~hemmqra, the flow of
work a~vlfie~ from narrative descri:ptions, or the rote of food from rem:ting a n~d:pe.
Kno~l~ll llow R_ _,~',~n~:e~ ar~ cnn use learntnn tec.,hn~lue~ to apply m~l ~ new knowbsdge m~d ~
~o Learn: in bo~ fm'nllbar and ctmng, lng situatlom,.
Re~onlr~K: Di~'over~ n rule or p~nctp~e unded)mg the relmon.sh~p bex"ween two or more ob~ and
apphes i~ in solving, a rn'e~lem.
PI~.~.~ONAI.
Rm~o~bflltles: Exerts · high level ol'cffoct m~d per~vernn~ to~m~ goal attnlmmm/.
Believes m ov.n self-~orth and msJnmins a positive view of setf.
dl~ilinr ,si~m, tlons.
Imlegr'My/Ho~:
l'he purpose of integrming work and learning is to reintbrce basic ~ills exltm~on m~l assist youth
in fix. development of important s~'llM~ce knms,-~ow skills in lhese major whys:
Work experience and/or job training is a powerful motivator x%x young people, providing
financial h'x:entives to stay in school, a work context and rationale for lem'ning, and a
positive experience outside of s~hool;
Teaching basic skills in a real lift: and work context helps to ensme the ~cilht
relevant to thc workplncc and studcnt will be able to apply their skills in n variety of work-
related situations; and
.Many young people learn better and more quickly when basic akills are tm~oht u~i.E real
world p~.',blema, siv,~ons and when lhcn: is an opportunity, for hands-on pmctic~.
G. ~IM~LKME]qTATION
I'he '4YWI. TP has iclea~ifed four categories that facility,' Wor~-~ ~ ~t fl~ worksit~:
.4.
Tke Jt~s ~
Taken din~'tly From the Worksite l'miplnE ApplJ,--iion me all the indivich~ ta~lm pm'formed
I~. thc Trainee.
SCANS Fo~ SMIIs
To assist yotm'a and supervisors in undenmmding the rel~onship betweg~t the "lndvidual
tasks to he perfo.,scd" and levels o1' "Skills cnb-r~ced," Adjacent m evm'y ~ (job duty)
will be the SCANS Fotmrh-lon Skills thru coincides with e.~:h pm'tieulm' trak.
Attestment (How do we tntmttre i, rognm?)
The youl~ will be azsed by two methods: by thc Agency Supoxvior/SYWETP
(skilled nd~lts) nfld I~~ hi,s/her self (]carncr/sttgtem). We have
to meamu'e the youth's progress with ~-'~l.rmtiork.~ for ~:h
5) Exemplary
Proficient eno-ff_h to teach and txain others.
4) Proficient
Capable of ~omplefing a task wkl~out assistance in a timely manner.
3) Competent
Able to accomplish a task or demonst~ a skill with very little aasista~ce.
2) Additional trutnin~ needed
Unde~tand the task. but ~ill requires a lot of assistance.
I) No experieuee
Ha~ no exp~q'iexlce dolnE a pflxticulflr Rink.
An i,,q.~nlant pan ofqualit> asse~rt~nt is mutual 'li~ed-I~flt' betw~x~ tl~ a~e~or smd a~e~__-.
'l~e ~ fi~ m ~' ~ ~ ~ T~'s ~kly ~fivifi~ ~ ~ ~~ ~ b ~
co~l~i~ of ~ ~-~. ~p~ in ~1 ~ T~'s ~~ ~ ~ of
~ ~iob d~.~ PI~ ~ obj~ive in yo~ ~l~s. A ~ly ~ ~ ~ y~
will lls,,ally gm~ a ~g.~ve ~don ~m ~ T~. ~~ ~t ~ ~ b ~
m~ate a~ m~u~ ~ T~' lo ~ ~~ in yo~ ~fi~.
Young people do not always know wh~t they have learned without making their own record
of ~chievement. Each Trainee will mainlain a work foldex or "Portfolio," which they develop
over the course of their training.
In addition to making young p,.x~ple awm'e of the nalurc of their own learning; th~ 'Torffollo"
r~,vides teachem employers, and anyone intex~ste~ with evidence ofth~ youth's ae, hievt~e~
14. ~'~NCLU~ION
'~,ork-,ha~.~ learning in tim Summex Youth Training Program is about helpln~ yoxmg I~ople
,a~c~.'~d !' leaSbilit3', cnmtivity, and a eommilm~mt to int~,rming work mad l~rtin~ ia the glue th~
holds the best you~ work experience trod training prowmn~ together.
THE TRAINEES' RESPONSIBILITIES
M,~ rruh_.,__'oJ in the pmlparn lack p,-~wious work expc~'icnee. ()ne of the goals oftbe pl'ogram is to
I'mv, qde tlx'm with an ~ing ofthe world ofwork. Superv~rs should take tlrr~ to clesc:n'be
lh¢ cxpcgl~dons pi_aced__ on them by. ~e labor markeL
I rainees are to conduct themselves in a responsible manner at all limea. They ahould be
appropriately &cs.s~L have an appropriate uiiii~le, and should be COOl:emtive. fftbe Trainee ia
uncoope~i~ or dim~ptiv~, you should tell them such behavior will not be toleraled ami report lhe
incident to their SYWETP counselor.
If this behavior becomes a n.'occurring problem, disciplinary action may include auspen~i~ or the
supervisor may wish to terminate the Trainee.
Drug& radios, beq~a~ portable telephones, dice., card~ w~pon~ and other pemmal items which
would interfert with performance on-the-job are not permitted on the woflmite. Any Trainee
n.-porting tx~ work under the influence ofd~? and/or alcohol will not be allowed to work. Agency
Supervisors will immediatley notify the SYWETP office at (512) 889-5320 of au ch ~
AIl 'l'rairees are expected to dress nemly and appmprim~y clepmding upon thek wori~m. It is tbe
supervisors responsibility to disca~q ~ clre~ code policy with their Tr~inee~ on limb' first day of
lheLr as~isnment. Iftbe Trainee is dressed i .rmpproprintely, you may ~1 himfn~r hol~ without
pay..~.8eamy Supervisors v, iil immediadey notify the SYWETP office al (512) 889-5320 ofauch
UC[JOn.
C. A'I~TEIqDANCE~X~ AB~ENTEgJSM
F. ac.h Frninee is ~ to ,m,-sad all sgheduled work days amltoarriv~onfime. Abae~mamt/or
tardiness on-the-job ahould be brought to the immediate attention of your SYWE'r? eotmselor.
ITc Fmince ~ould contact the worksite supervisor whe~ absent or when tardiness is m~ticipaled.
If there is a siVmtlon where the Trainee _neea__s to be cxcu~d Imm norrnnl wod~:lg hou~ Agency
~upervisors will immedimcly notify thc SY'WETP ('onn~elor.
ITetc are no ptoviaionz for sick leave or vacation time for the Trainc~. More than thee abeem~
~cl/or three tardies will require a consultm~ion between the Trainee, Agency Stzpervi~, ami
SYWE'I'P Court, lot.
D. WORK SCHgDUL~.
Scl~dul¢ only thosc work hours as sa~d on thc PIm:emm~t Authorization Form. Tr, dn~_ will not
~,~ allov,~ed to make-up time.
Frainees shall be allowexi a 15-minute break in the momin8 and afternoon, a lunch brink of at lmst
~(} msnutes, and ahall other~'ise ~ m the Worksite Fmining Agea~'s establiahed policim ami
pn~:dur~
'1 ~ may be conaicle~d for mm.nlL-r from workaitc or tcrmin~on from th~ ~ baa~d on a
variety of r~asons. In considering 'Fmimc for tramfer or t~nn.in~n the follow~E
i n tbn nafion/inrw.~l urea apply:
ONLY tim SY%VE'TP Commelor has the authodt'y to transfer or to termi~srt~ a Traim~
from a job site.
l'hc Agency Supcawisor may t~mqxm~rily suzpend a youth tmime f~m the wo~
pending notification of the SYWETP cotmselo~ and subsequ¢~ resolution of the tminin~
isstm/concern.
Should it become ~ tO .,nl~l:le~l or I;~'ffiirmm a Tmin~ th~
suspea~5on/lemqination procedure is as follows:
Agency Supervisor is to contact the SYWE'FP counselor immedi~ly and ~laedul¢
a conference to include the Trainee, yourself, and the SYWETP cotmselor, ffthe
the site iftramportafion is available. Your SYWETP eounaelor alxmld b~ ~xttm:a~:!
before you ask the 'Fminee to leave the worksite.
A Trainee may In: Ixansferr~d to anothe~ wor'k~ite under the following conditiona:
Agency Supervior requests I~ transfer with good can~;
Work. sim ck~es not have sufficient work to keep the Traime w~king 100% of the
l_'rmafe working conditions:
Failure of worksite to adhe~ t~ time and atte~l~ poli~im and pmcodur~
Trainee requem the rarest'er with good cause:
Failture of worksite tu comply with the provisions oflhe Child [~hor r~gul~rtlom;
Wage and I [our regulmJons, or WIX' policies:
Prior to transferring a 'l'rain~, tl~ SYWETP cotamelor ~ill dismiss the t~ason for
the action with the '[rainc"e.
ir. TI~,MII~TION POLICY
The '1 rainee may b~ t~rminat~d with the approval ofthe SYWE'rP ~ onthe following
grounds:
Ae~ - such as fighting, va~lnlism m~d tnm,qhoriz~d long ~ phone u~e ms~y r~ult in
im~ te,,nimtion from the SYWETP program mad could r~ult in legal ~tiom
Drn~ the possessk~ sale or use of illegal drugs or alcohol while on-the-job. Thi~ includes
being trader the influence of drags or alcohol aI any time w'nil¢ on-the-job or worlrslte
premises.
Exe~ive atm~bl - failure to report to wr~ for three ~rking day~ wil.hou~ prior
Disruptive behavior - fighting, poor allittAe, physical or verbal ~,,}t~, or any mzt that
~ndangers the w~ll I~in~. of co-workers. 'l'he~ incidents must be doctmen~ upon
Thel~ - anyone who steals la'nix'ny Ii'om the work, re, workaite employe~ or other Trainee
will be t~uinm~ with proper proof.
g~yilg Dot~m~ - angora caught falsifying his/her time r,~2ords or tho~ of oth~
'trainees: sigpino_ another 'l'r~inee's time she~: or 8item?ting to pick up m:iotlaer Tminee's
i~ycheck. In addition, possible legal amion will be laken.
Ir'the Train~ is terrnin~e~_ before succ~sslidly completing tl~ pmgran~ a copy oftl~ Orie~l-~;on
to C,mplmnt Procedure will be provided to him/ber.
I I'a rrainee quits work ~xporicnc~. please notify your SYWETP coun~lor imm~im~_ly. ~
coun.,~lor will rn~c arrangements tbr the collection of the time sheet in orcka' to l:n~=pare the final
paycheck for the youth trainee.
I0
'~1~ ImmingAgencymaybcterminated fmm the summer program ibremt~. F~ofmaaom
terminating a Worksit~ 'rmining Agr,_~ment:
· la~k o£ proper aduJt supowision.
· I~k of coopen~io~ with the SYWETP staff.
· pla~ing 'rrairges in a Rangerous or hs~s~l~us work envimnmen~
· transfemng Trainees. wRhout prior SYWETP counselor approval, t~ ottg~' wozkai~ or
areas m~t stipulated in the Worksit~ Training Agre~wn~-nt
· placing Trainees in work situations not consistent with the Trainee job desoription,
· violation of the ChiLd Labor Lnws,
· not observing safety in the workplace.
· non-compliance wi~ the Workaite Training A~-~-eaient.
ONCE THE AGENCY AGREEMENT IS TERMINAT~.I~,
THERE WILL BE NO RE-ENTRY INTO THE PROGRAM
G. ~ ~,IOB ll~JIJRY
in rose of an on-the-job injury, the tbllowing procedu~s should be foLlov~:l:
FOLLOW THE EMERGENCY PROCIrJIURE.S AS 8TATI~ IN
YOUR WORKSITE TRAINING MANUAL.
For all injuries the =Employer's Fh-~t Report of Injury or Illrmss" form i~
and ~igned by the Agency Supervisor and should be turned intn the SYWETP ~,
within 24 hours of thc incident.
'l'minees arc only allowed to go back to work when th~ a~n~ding physician or
SYWF. TP counselor has given written aufltorizntion.
In non-en'~'gem~y situations in which the rmimm ~ m go ~ ~,,s~t~l~ ahould 1~
made m an'ange for tn~n~pormtion by a family member. A~ a la~ l~aort, the 8YWETP
counselor may be called to i~vide tr~ngportnfion.
11
IL ~~'S COMPENSATION
~,orker's t'ompensafion in Texas is a las under which each employee may obtain insurance W
provide money to replace lost income for Trainees injured at work. It al~ allow~ for payment of
medical bills and rel~t~l expextses. Disease is also cox~,~l if it is conttwted due to employmem.
'~,orker's Compenmtion Insurance cow.'mge is being provided by Workfon:e DevelolmaenI
¢ ,wpor~tion ut no co~ to you or the ]'mi/lets. Payment approval for medical ~erviea hindered esm
t~. w'rified by calling the .'4Y'WETP Co-Mmmgers Dale Hoy. x120. or Debbie W~m'en, x127, ~
i'il2~ 889-5320.
EVERY ACCIDENT MUST BE REPORT~I~.
!. ~01~IAANT AND GI~lg, VANCE PROCIZl~URg2/
'lhe pwgram pwvides a process by which the complaints and grievanc~ of Trainees may be
impartially ~i,ed and addressed. If Trainee feels they have been urtfaifly ~ on-th~job, they
should discuss the issue wilh their Agency Supervisor.
I f i'~.flufion i$ not evident at ttmt level, the Agency. Supervisor is to ~l.s~h,l¢ 8. ~n~ to illolt)fl~
.Xgen~3, Supervisor. Tmimc md SYWETP Counseloc Iftbe grievmme is not r~olv~d ~t that level,
~he Trainee or SYWETP Counselor may request a ruling from SYWETP M'~rmgement.
J. COI~q.I~CE MONITORING
Your worksite will he visited by WDC. the Toms Workforee Commi~ion (TWC), or Deimrlment
of Labor iDOL) W~ge and Hour Monitor. All items ~ in thi~ }umdbook ~re m~bj_,~l__ to
monitorin~o, inquiry. The following items include ~ oftbe general inforttmti~n thru a monitor will
expect supcrvisors to bc familar wilh:
Worksite Training Agreement
I:amiliarimtion with Trainee Job Description
Responsibility of the Agency. Supervisor
D~ily maintenance of aecurme lime and attenchmce re~ord~
'rminee compen,~alom payroll .schedule and benefits
Applicable child h~n' laws
~ur~s to follow in case ofsm emergency
12
(;ri~va~*e pr~dur~
I'~,.,irmtion
~ c~nlact I:~n n~d telc-phone numbers
Monitors xxill also he interested in the Ibilowing:
Does the worksite have safe and sanitary cxmditions?
Is the worksite observing the provisions of the Federal, Stale, m~l local child labor laws?
Arc activities ot' the Trainee at the worksite consistent with the provisions govemlnS
-;eclarLm~. political, or union actives?
.~re time sheets filled ou~ daily by the Trainee? Are they done in ink with no correction
fluid?
Ma]or i..fr~tiona that would require a corrective action within 48 hours:
Frainee's medical release form not available for review.
Mterafion for Trainee's time sheet.
When worksil~s ar~ found to be in violmion of~d~ions taxi/or the tartan of the Wodmite Training
.~m:c~n~. a Status Retxn't is eo~¥1eted by the SYWETP mooitor. AIl corrective ac~ion~ mu~ be
completed by the Tm;,,;.~g Agency. within 48 hourt The SYWETP C~or will ~ the w~nkait~
Io detegmine whether the deficiemT was satisfactorily corrected and submit their rq~ort to the
monitoring depmunent.
SERIOUS OR CONTINUOUS VIOLATIONS WILL REQUIRE TERMINATION OF
'VILE WORKSITE TRAINING AGREEMENT AND REASSIG~ Olt TRAIN'I~..
13
L TIAINEE RYALUATIONS
BI-wc~kly the Agency Sut~.'rvisor will cvalnnte each 'l'raincc's pcrf~ Thc ~ of the
,.val,,mi~m could include mXer~,mcc and punctmlity: learning the job skills, iot,~st in the jc~r, work
habits; responsibility: COOlX'mtion: Imw they relate to supervisors: and int~n~ with co-wo~kn's.
PAYROLL GUIDE
Accurate time and a~m records will be kept by the Agency Supervisor on ench Trainee and
will reflect tl~ time actually worked.
'1~ .qYWI'TFP coun~lor will lin)vide the lime sheet for c~ch Trainee. Ifa Tmin~'s time ~ is
Io~ contacl your SYWETP Counselor as soon as possible to receive n re~iseeme~t ~ ~
IT ,s 1he Agency Supervisor's responsiNii~' to make sure that the Tminee's time shee~ is ncctmlte and
L ,mvlet . If the time ~ is Inte or incorrect, this will delay thc Ixoco~ng of the Tmime's
check.
I'Ic:a.~ Ibllow these guidelines when vcrit~ing the Tminee's time sheet:
I. The Tralnee's time sheet shonid be aeeeaaible to them, lint never in tlmlr 1~
The Agency Supervisor must mnintnin control of each T~'s time
Trainee should enter their ~,,it~l time each day in thc ~dme in" box; ~ timo fro'
lunch in the 'Im~ch oat" box: the time they. ~um Imm lunch in the aim~h in" box; and
their departure time at the ~md of their work seb~cl__ulc in the '"time oui' box.
3 If the l-mme~ is absent, please mark ABSENT n~'oss the npproprinte clay.
4. If the l'rninee is lnte or leaves early please note the nppropriate day.
DO NOT USE LIQUID PAPER WHEN MAKING ANY TYPE OF CORRF_,C'~ON
ON THE TIME. SHEET. Any errors should have only om line drown tlxrough th~h
and bc initialed by thc Trainee. Use en~y b~ .... or btne ink DO NOT USE PENCIl.
OR COLORED INK TO COMPLETE THE TIME smi.'IL'T.
6 It is the Agenc3' Supervisors rt~aponsibility to check the Train~'s ~ sh~ daily.
14
ONCE SIGNED BY THE TRAINEE AND THE AGENCY SUPERVISOR, NO
CHANGES ARE TO BE MADE ON THE TIME SHEET.
I'ime shc~ must be signed by the Agency Supervisor and the Trai~-.., Trainm ~
tkeir time ~ ~ daily. Agency Supervisor will sign the time ahe~ only at the
end of thc pay period. Ple~e do ~ot pre-.algn the Train~'a time ahe~t.
In ca~e of late timc sheets. Trainee~ will be paid on the next payroll ~ no lmml
wrtttea eheda will be baued. For this reason, it is exlxemeiy importaxtt to turn in time
sheets promptl.~.
B. P.~Y~OI~L QUE, STION$
Il'you should have uny questions~ conl~l your SYWETP payroll department at (512) 889-5320.
15
FIELD TRIP POLICY
PUltPO~'.
provide Training Agencies. Agency Supervisors and SYWETP strut with a policy
.~YWE'I'P 'l'rain~'s participation in off-site activities.
BACKGROUND
Workfon:c Development Co~poration (WDC) through ti~ Summer YotRh Work ~ and
'! raining Program (S~) has established procedur~a m en~Lre the safety and well..b~i_'n8 of
youl~ psrlJcipminE in TRIe lib a~G~fies. Ttgse procedures easur~ ~o,,~.,sliam~ with Ih: Child Labor
Iaws and minimize activities which tend to increase the risk of injury t~ particignmta.
'1 minces may not participate in any off-site activities or field trips which involve b,,,u~l.,oxt.lng tl~
trnince to a different location in agency owned, stmTowned and/or leased or ~ vehieJea without
prior written authorization fi'om the SYWETP co-~.
This authorization may be gnmted subjecl to thc followi%o:
I. Submittal of a v, ritten requcat not less than (10) days prior to the activity a,,t,~, plmne
,nolude the off-site activity location(s) and purpo~ of thc amivity,
&ttac, h tx~ the request:
Copy of your agency's curr~t Certific~e of ~ L~I~, A~ &
A~i~a l~s~ ~ ~v~ of~t I~ ~ $1.~,~. ~ ~ n~ll
~n~ a pm~si~ or d~ ~ ~t I~s ~ (30) d~ ~ ~, ~ ~
~1 ~ ~v~ m: Wo~fo~ ~l~t Co~ S~ ~~
1616 M~in l.~er King ~v~ ('~ (~. ~ 7~1 in ~ ~ ~
~1~ of~ i~. ~' ~11 ~ ~ ~ ~ ~difi~ in~ d~
· e dum~on of ~ a~ ~.
b) Driver(s) name and a copy. of their valid Texas Driv~'s Li~ or agpmpfiam
license as required to operate such vehicles.
Type. model, make and year of the vehicle.
Agon~' agn:emem to hold WDC brainless and to indemnify it fitna and n~i,~t any and
all claims, demands and causes of ao. ion of every kind ami c, hm~ter which may be
a,~-rt_,~d by any third party occurrin£ or in any way incid=ul to, arian8 out of or in
corm~--tion with ~ .,~'rviors tn be performed by the agency.
16
GE~VFING THE MOST OUT OF YOUR TRA~E
'1 he tollo~.,ng steps rna)' be belpt'ul in the orientation of your Trainee:
I. Welcome the Trainee I.et them know and fi:el thai you m'c in~"xest~l in helginE them
during their work cxpcriencc ,,nd u'aining.
Give the 'Fruitage a comprvl~'nsive orienlazion to the ralea of your worimil~ mxl explain
what is expected of them.
Give the Trainee a lout oft. he Facilities. and introduc~ them to olflcr cmploy~a.
4. I:Lx'plain und dcmonamlm thc need ~%, sari: work habits. ~ thc m.fety mira of your
Worksitc.
~. Remember: the Frninee's lack of work experience. 'l'hey will requi~ maa~ d~iled
oxplanafion.s. Be patient.
6. Encourage them to ask questions.
'l o n,~6st l~ Trainee in developing good on-the'job perfonnnnce skills, the following ~ may be
helpful:
I. Check work fi~quemly and ple~,,nntly. Tnper offciose sugerv~on as Tntineea ~
~kills
2. Give frequ~t feedback on how you view lheir perfomnce. COMPI,IMIL'NT A JOB
WELL DONE!
Asaign the Trainee to the primary tanks as .~m~ted in their Trainee Job De~ons.
4. I~-~. the 'l'rain~e know that you want them to be succeasful.
~.~ the 'Frainee to h~lp his/her assocint~ get other co-wotka~ to help th~ Tmin~.
0. When possible, get the 'l'minec to help you plan their workload.
17
When tem:hinff a particular skill:
Explain thc job
(people remember about 20% of wh~t they hmr)
Show th~job
(l~op~ r~m~mb~r ~bout 30% of what thvy h~tr ~1 ~)
L~d a ~do-it-yourself~ s~ssion with the Trainc~
(p~pl~ r~m~mb~r ~lmut ~0% of ~lmt t~ey i~rn by dok~g)
Encourage questions
~ the Tmin~ p~rforms a task:
u) Be a~ilable for guidance.
b} A~r the Trainee begins to fur~on mor~ independently, be su~ they know wher~
to go to for a~islancc.
PIM~Z~t.M~'VALUATION
Fach Agg~x.'y Supervisor will be asked to evaluaIe their overall summer experimcc. Your ~ will
help us improve the quality of service wc ~ to give ~o.h worksitc. Tbe~ cvaluatiom will be
clisUibuted and collected by your SYWETP Counselor.
Thank You!
lg
19
ATTACHMENTS
WORKSITE TRAINING MANUAL CHECKLIST
The listed information must be kept in your Worksite Training Manual.
[]
[]
[]
Agency Direct and Alternate Supervisor Orientation Form
Agency Supervisor Responsibilities
Worksite Training Agreement
Placement Authorization Form
Trainee Job Description
Medical Authorization Form
Employer's First Report of Injury or Hiness
Trainee Time Sheets and Payroll Schedule
Field Trip Policy
SYWETP Worksite Policies and Procedures
Equal Opportunity is the Law
Child Labor Laws
[] Key Telephone Numbers
EQUAL OPPORTUNITY IS THE LAW
if.voit tklnt tkwl yott km,e been ~ttbJectetl to di~"rimfn~tlon mttter · JTPA-fmu~d ~ or
F.q=~t Oppommay O~er ., tke:
TEXAS WOR.KI~RCE COMMISSION
WORK FORCE DEVI~I~OPMI~'T DMSION
EQUAL OPPORTUNITY OFFICE
101 E. 15TH. STREET
AUSTIN, TEXAS 78778
Tek'phone: ~12-936-0342; (TDD): I-SO0-RELAY TX
DIRECTOR, DIREC'YORATE OF CIVIL RIGHTS (DCR)
U.S. DEPARTMi~NT OF LABOR
~00 CONSTITUTION AVENUE N.W, ROOM N41/3
WASHINGTON, D.C. 20210