# 7 CCR 1108-1: COLORADO STATE APPRENTICESHIP AGENCY RULES

> Colorado · Regulations · In force

URL: https://www.frixlaw.com/law-library/statutes/STATE_CO_CCR_7_CCR_1108_1

## Section

- **Citation:** 7 CCR 1108-1
- **Heading:** COLORADO STATE APPRENTICESHIP AGENCY RULES
- **Jurisdiction:** Colorado
- **Kind:** Regulations
- **Status:** In force
- **Text as of:** August 14, 2026
- **Source:** Compiled text
- **Location:** Code of Colorado Regulations / 1100 Department of Labor and Employment / 1108 Office of the Future of Work / 7 CCR 1108-1

## Text

1
DEPARTMENT OF LABOR AND EMPLOYMENT
Office of the Future of Work
COLORADO STATE APPRENTICESHIP AGENCY RULES
7 CCR 1108-1
[Editor’s Notes follow the text of the rules at the end of this CCR Document.]
_________________________________________________________________________
Adopted May 10, 2023; effective June 30, 2023.
1.1
Statement of Authority.
This regulation is adopted pursuant to the authority in section C.R.S. § 8-15.7-102 and 8-15.7-108 and is
intended to be consistent with the requirements of the State Administrative Procedures Act, C.R.S. § 24-
4-101 et seq. (the “APA”) and in conformity with regulations promulgated by the Secretary of Labor under
the National Apprenticeship Act, 29 U.S.C. 50.
1.2
Purpose and Incorporation by Reference.
A.
The general purpose of these Colorado State Apprenticeship Agency Rules (“Rules”) is to
exercise the authority of the Director of the State Apprenticeship Agency to enforce and
implement rules affecting the registration, performance, and legal compliance of apprenticeship
programs.
B.
Article 15.7 of C.R.S. Title 8 is hereby incorporated by reference. Earlier versions of such laws
may apply to events that occurred in prior years. These statutes and regulations are available for
public inspection at the Colorado Department of Labor and Employment, Office of the Future of
Work, 633 17th Street, Denver CO 80202. Copies may be obtained from this Office at a
reasonable charge, or can be accessed electronically from the website of the Colorado Secretary
of State. Pursuant to C.R.S. § 24-4-103(12.5)(b), the agency shall provide certified copies of the
statutes and regulations incorporated at cost upon request or shall provide the requestor with
information on how to obtain a certified copy of the material incorporated by reference from the
agency originally issuing the statutes. All Office of the Future of Work (OFW) rules are available
to the public at https://apprenticeship.colorado.gov/about/apprenticeship-legislation-policy
ed copies of the
statutes and regulations incorporated at cost upon request or shall provide the requestor with
information on how to obtain a certified copy of the material incorporated by reference from the
agency originally issuing the statutes. All Office of the Future of Work (OFW) rules are available
to the public at https://apprenticeship.colorado.gov/about/apprenticeship-legislation-policy. Where
these Rules have provisions different from or contrary to any incorporated or referenced material,
the provisions of these Rules govern so long as these are consistent with Colorado statutory and
constitutional provisions and in conformity with regulations promulgated by the Secretary of Labor
under the National Apprenticeship Act, 29 U.S.C. 50.
C.
If any part of these Rules is held invalid, the remainder shall remain valid, and if any part is held
not wholly invalid, but in need of narrowing, it will be retained in narrowed form.
1.3
Definitions.
“Administrator” means the Administrator of the Office of Apprenticeship, or any person specifically
designated by the Administrator.
“Apprentice” means a worker at least 16 years of age, except where a higher minimum age standard is
otherwise fixed by law, who is employed to learn an apprenticeable occupation as provided in article 15.7,
title 8 of the C.R.S. and 29 CFR 29.4 under standards of apprenticeship fulfilling the requirements of 29
CFR 29.5.
Code of Colorado Regulations
Secretary of State
State of Colorado

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
where a higher minimum age standard is
otherwise fixed by law, who is employed to learn an apprenticeable occupation as provided in article 15.7,
title 8 of the C.R.S. and 29 CFR 29.4 under standards of apprenticeship fulfilling the requirements of 29
CFR 29.5.
Code of Colorado Regulations
Secretary of State
State of Colorado

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

2
“Apprenticeship Agreement” means a signed written agreement, complying with 29 CFR 29.7, between
an apprentice and either the apprentice's program sponsor, or an apprenticeship committee acting as
agent for the program sponsor(s), which contains the terms and conditions of the employment and
training of the apprentice.
“Apprenticeship committee” means those persons designated by the sponsor to administer the program.
A committee may be either joint or non-joint, as follows:
•
A joint committee is composed of an equal number of representatives of the employer(s) and of
the employees represented by a bona fide collective bargaining agent(s).
•
A non-joint committee, which may also be known as a unilateral or group non-joint (which may
include employees) committee, has employer representatives but does not have a bona fide
collective bargaining agent as a participant.
“Apprenticeable Occupation” means an occupation specified by an industry that involves the progressive
attainment of skills, competencies, and knowledge that are:
•
clearly identified and commonly recognized throughout the relevant industry or occupation;
•
customarily learned or enhanced in a practical way through a structured, systematic program of
on-the-job, supervised learning and related instruction to supplement the learning; and
•
offered through a time-based, competency-based, or hybrid model that the Director has
determined meets the requirements of article 15.7, title 8 of the C.R.S. and 29 CFR Parts 29 and
30
ant industry or occupation;
•
customarily learned or enhanced in a practical way through a structured, systematic program of
on-the-job, supervised learning and related instruction to supplement the learning; and
•
offered through a time-based, competency-based, or hybrid model that the Director has
determined meets the requirements of article 15.7, title 8 of the C.R.S. and 29 CFR Parts 29 and
30.
“Apprenticeship program” is a plan containing all terms and conditions for the qualification, recruitment,
selection, employment and training of apprentices, that meets the requirements of article 15.7, title 8 of
the C.R.S. and 29 CFR Parts 29 and 30, such as the requirement for a written Apprenticeship Agreement.
“Cancellation” means the termination of the registration or approval status of a program at the request of
the sponsor, or termination of an Apprenticeship Agreement at the request of the apprentice.
“Certification” or “Certificate” means documentary evidence that:
•
The Office of Apprenticeship has approved a set of National Guidelines for Apprenticeship
Standards developed by a national committee or organization, joint or unilateral, for policy or
guideline use by local affiliates, as conforming to the standards of apprenticeship set forth in 29
CFR 29.5; or
•
The SAA has established that an individual is eligible for the probationary period as an apprentice
under a registered apprenticeship program.
“Certificate of Registration” means documentary evidence that the SAA has registered an apprenticeship
program pursuant to article 15.7, title 8 of the C.R.S. and federal guidelines as evidenced by a Certificate
of Registration or other written indicia.
“Certificate of Completion” means documentary evidence that the SAA has determined that an individual
has successfully completed apprenticeship.
“CFR” means Code of Federal Regulations
cumentary evidence that the SAA has registered an apprenticeship
program pursuant to article 15.7, title 8 of the C.R.S. and federal guidelines as evidenced by a Certificate
of Registration or other written indicia.
“Certificate of Completion” means documentary evidence that the SAA has determined that an individual
has successfully completed apprenticeship.
“CFR” means Code of Federal Regulations.
“Competency” means the attainment of manual, mechanical or technical skills and knowledge, as
specified by an occupational standard and demonstrated by an appropriate written and hands-on
proficiency measurement.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

3
“Completion rate” means the percentage of an apprenticeship cohort who receive a certificate of
apprenticeship completion within 1 year of the projected completion date. An apprenticeship cohort is the
group of individual apprentices registered to a specific program during a one (1) year time frame, except
that a cohort does not include the apprentices whose Apprenticeship Agreement has been canceled
during the probationary period.
“Creed” means all aspects of religious beliefs, observances or practices, as well as sincerely-held moral
and ethical beliefs as to what is right and wrong, and/or addresses ultimate ideas or questions regarding
the meaning of existence, as well as the beliefs or teachings of a particular religion, church, denomination
or sect. A creed does not include political beliefs, association with political beliefs or political interests, or
membership in a political party.
“Department” means the Colorado Department of Labor and Employment.
“Director” means the director of the SAA.
“Direct threat” means a significant risk of substantial harm to the health or safety of the individual or
others that cannot be eliminated or reduced by reasonable accommodation
olitical beliefs, association with political beliefs or political interests, or
membership in a political party.
“Department” means the Colorado Department of Labor and Employment.
“Director” means the director of the SAA.
“Direct threat” means a significant risk of substantial harm to the health or safety of the individual or
others that cannot be eliminated or reduced by reasonable accommodation. The determination that an
individual poses a “direct threat” must be based on an individualized assessment of the individual’s
present ability to safely perform the essential functions of the job. This assessment must be based on a
reasonable medical judgment that relies on the most current medical knowledge and/or on the best
available objective evidence. In determining whether an individual would pose a direct threat, the factors
to be considered include:
•
The duration of the risk;
•
The nature and severity of the potential harm;
•
The likelihood that the potential harm will occur; and
•
The imminence of the potential harm.
“Disability” means, with respect to an individual:
•
A physical or mental impairment that substantially limits one or more major life activities of such
individual;
•
A record of such an impairment; or
•
Being regarded as having such an impairment.
“EEO” means equal employment opportunity.
“Effective date” means July 1, 2023, unless otherwise noted. Sponsors must comply with the terms of
these Rules by the effective date.
“Electronic media” means media that utilize electronics or electromechanical energy for the end user
(audience) to access the content; and includes, but is not limited to, electronic storage media,
transmission media, the Internet, extranet, lease lines, dial-up lines, private networks, and the physical
movement of removable/transportable electronic media and/or interactive distance learning.
“Employer” means any person or organization employing an apprentice, whether or not such person or
organization is a party to an Apprenticeship Agreement with the apprentice.
, electronic storage media,
transmission media, the Internet, extranet, lease lines, dial-up lines, private networks, and the physical
movement of removable/transportable electronic media and/or interactive distance learning.
“Employer” means any person or organization employing an apprentice, whether or not such person or
organization is a party to an Apprenticeship Agreement with the apprentice.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

4
“Ethnicity”, for purposes of recordkeeping and affirmative action, has the same meaning as under the
Office of Management and Budget’s Standards for the Classification of Federal Data on Race and
Ethnicity, or any successor standards. Ethnicity thus refers to the following designations:
•
Hispanic or Latino—A person of Cuban, Mexican, Puerto Rican, Cuban, South or Central
American, or other Spanish culture or origin, regardless of race.
•
Not Hispanic or Latino
“Executive Director” means the Executive Director of the Colorado Department of Labor & Employment.
“Gender expression” means an individual's way of reflecting and expressing the individual's gender to the
outside world, typically demonstrated through appearance, dress, and behavior. C.R.S. § 24-34-301
“Gender identity” means an individual's innate sense of the individual's own gender, which may or may
not correspond with the individual's sex assigned at birth. C.R.S. § 24-34-301
“Genetic information” means information about:
•
An individual’s genetic tests;
•
The genetic tests of that individual’s family members;
•
The manifestation of disease or disorder in family members of the individual (family medical
history);
•
An individual’s request for, or receipt of, genetic services, or the participation in clinical research
that includes genetic services by the individual or a family member of the individual; or
•
The genetic information of a fetus carried by an individual or by a pregnant woman who is a
family member of the individual and the genetic information of any embryo legally held by
ly medical
history);
•
An individual’s request for, or receipt of, genetic services, or the participation in clinical research
that includes genetic services by the individual or a family member of the individual; or
•
The genetic information of a fetus carried by an individual or by a pregnant woman who is a
family member of the individual and the genetic information of any embryo legally held by the
individual or family member using an assisted reproductive technology.
•
Genetic information does not include information about the sex or age of the individual, the sex or
age of family members, or information about the race or ethnicity of the individual or family
members that is not derived from a genetic test.
“Interim credential” means an optional credential issued by the SAA, upon request of the appropriate
sponsor, as certification of competency attainment by an apprentice.
“Journeyworker” means a worker who has attained a level of skill, abilities and competencies recognized
within an industry as having mastered the skills and competencies required for the occupation. (Use of
the term may also refer to a mentor, technician, specialist or other skilled worker who has documented
sufficient skills and knowledge of an occupation, either equal to or greater than formal apprenticeship or
through practical on-the-job experience and formal training.)
“Major life activities” include, but are not limited to: Caring for oneself, performing manual tasks, seeing,
hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing,
learning, reading, concentrating, thinking, communicating, interacting with others, and working
han formal apprenticeship or
through practical on-the-job experience and formal training.)
“Major life activities” include, but are not limited to: Caring for oneself, performing manual tasks, seeing,
hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing,
learning, reading, concentrating, thinking, communicating, interacting with others, and working. A major
life activity also includes the operation of a major bodily function, including but not limited to, functions of
the immune system, special sense organs and skin; normal cell growth; and digestive, genitourinary,
bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic,
musculoskeletal, and reproductive functions. The operation of a major bodily function includes the
operation of an individual organ within a body system.
“Office of Apprenticeship” or “OA” means the federal office designated by the Employment and Training
Administration of the U.S. Department of Labor to administer the National Apprenticeship System or its
successor organization.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

5
“Physical or mental impairment” means:
•
Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one
or more body systems, such as neurological, musculoskeletal, special sense organs, respiratory
(including speech organs), cardiovascular, reproductive, digestive, genitourinary, immune,
circulatory, hemic, lymphatic, skin, and endocrine; or
•
Any mental or psychological disorder, such as intellectual disability (formerly termed “mental
retardation”), organic brain syndrome, emotional or mental illness, and specific learning
disabilities.
“Probationary period” means a period of the apprenticeship during which either the apprentice or the
sponsor may cancel the apprenticeship agreement at-will, without stated cause, without an adverse
impact on the sponsor’s completion rate
such as intellectual disability (formerly termed “mental
retardation”), organic brain syndrome, emotional or mental illness, and specific learning
disabilities.
“Probationary period” means a period of the apprenticeship during which either the apprentice or the
sponsor may cancel the apprenticeship agreement at-will, without stated cause, without an adverse
impact on the sponsor’s completion rate. The probationary period may not exceed 25% of the length of
the program, or 1 year, whichever is shorter. Full credit must be given for the probationary period toward
completion of the apprenticeship.
“Provisional registration” means the 1-year initial provisional approval of newly registered programs that
meet the required standards for program registration, after which program approval may be made
permanent, continued as provisional, or rescinded following a review by the SAA, as provided for in the
criteria described in 29 CFR 29.3(g) and (h).
“Quality assurance assessment” means a comprehensive review conducted by the SAA regarding all
aspects of an apprenticeship program's performance, including but not limited to, determining if
apprentices are receiving: on-the-job learning in all phases of the apprenticeable occupation; scheduled
wage increases consistent with the registered standards; related instruction through appropriate
curriculum and delivery systems; and that the SAA is receiving notification of all new registrations,
cancellations, and completions as required in this Rule.
“Qualified applicant or apprentice” is an individual who, with or without reasonable accommodation, can
perform the essential functions of the registered apprenticeship program for which the individual applied
or is enrolled
ough appropriate
curriculum and delivery systems; and that the SAA is receiving notification of all new registrations,
cancellations, and completions as required in this Rule.
“Qualified applicant or apprentice” is an individual who, with or without reasonable accommodation, can
perform the essential functions of the registered apprenticeship program for which the individual applied
or is enrolled.
“Qualified intermediary” means an entity that demonstrates expertise in connecting employers or
apprenticeship program participants to registered apprenticeship programs or in convening stakeholders
to develop registered apprenticeship programs and serves employers and apprenticeship program
participants by:
•
connecting employers to programs under the National Apprenticeship System;
•
assisting in the design and implementation of registered apprenticeship programs, including
curriculum development and delivery for related instruction;
•
supporting entities, sponsors, or registered apprenticeship program administrators in meeting and
reporting the requirements of title 8, article 15.7;
•
providing professional development activities, such as training to mentors;
•
supporting the recruitment, retention, and apprenticeship program completion of potential
registered apprenticeship program participants, including nontraditional participants and
apprenticeship populations and individuals with barriers to employment;
•
developing and providing personalized apprenticeship program participant supports, including
partnering with organizations to provide access to or referrals for supportive services and
financial advising;
•
providing services, resources, and supports for the development, delivery, expansion, or
improvement of apprenticeship programs under the National Apprenticeship System; or
•
serving as a registered apprenticeship program sponsor.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
organizations to provide access to or referrals for supportive services and
financial advising;
•
providing services, resources, and supports for the development, delivery, expansion, or
improvement of apprenticeship programs under the National Apprenticeship System; or
•
serving as a registered apprenticeship program sponsor.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

6
“Quality pre-apprenticeship program”, for state purposes, is a training model that meets, at a minimum,
the federal definition of quality pre-apprenticeship, and any additional criteria established by the SAA for
state recognition. Quality pre-apprenticeships are designed to assist individuals who may not currently
possess the minimum requirements for selection into a registered apprenticeship program to meet the
minimum selection criteria established in a program sponsor’s apprenticeship standards.
“Race”, for purposes of recordkeeping and affirmative action, has the same meaning as under the Office
of Management and Budget’s Standards for the Classification of Federal Data on Race and Ethnicity, or
any successor standards. Race thus refers to the following designations:
•
White—A person having origins in any of the original peoples of Europe, the Middle East, or
North Africa.
•
Black or African American—A person having origins in any of the black racial groups of Africa.
•
Native Hawaiian or Other Pacific Islander—A person having origins in any of the peoples of
Hawaii, Guam, Samoa, or other Pacific Islands.
•
Asian—A person having origins in any of the original peoples of the Far East, Southeast Asia, or
the Indian Subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia,
Pakistan, the Philippine Islands, Thailand, and Vietnam.
•
American Indian or Alaska Native—A person having origins in any of the original peoples of North
and South America (including Central America), and who maintains tribal affiliation or community
attachment.
•
Per C.R.S
ar East, Southeast Asia, or
the Indian Subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia,
Pakistan, the Philippine Islands, Thailand, and Vietnam.
•
American Indian or Alaska Native—A person having origins in any of the original peoples of North
and South America (including Central America), and who maintains tribal affiliation or community
attachment.
•
Per C.R.S. § 24-34-301, race includes hair texture, hair type, or a protective hairstyle that is
commonly or historically associated with race.
“Reasonable accommodation” means:
•
Modifications or adjustments to a job application process that enable a qualified applicant with a
disability to be considered for the position such qualified applicant desires; or
•
Modifications or adjustments to the work environment, or to the manner or circumstances under
which the position held or desired is customarily performed, that enable a qualified individual with
a disability to perform the essential functions of that position; or
•
Modifications or adjustments that enable a sponsor’s apprentice with a disability to enjoy equal
benefits and privileges of registered apprenticeship as are enjoyed by its other similarly situated
apprentices without disabilities.
•
Reasonable accommodation may include but is not limited to the following based on disability,
religious belief or practice, pregnancy or a condition related to pregnancy or childbirth, or
speaking a first language other than English:
•
Making existing facilities used by apprentices readily accessible and usable; and
•
Job restructuring; part-time or modified work schedules; reassignment to a vacant position;
acquisition or modifications of equipment or devices; appropriate adjustment or modifications of
examinations, training materials, or policies; the provision of qualified readers or interpreters; and
other similar accommodations
ng existing facilities used by apprentices readily accessible and usable; and
•
Job restructuring; part-time or modified work schedules; reassignment to a vacant position;
acquisition or modifications of equipment or devices; appropriate adjustment or modifications of
examinations, training materials, or policies; the provision of qualified readers or interpreters; and
other similar accommodations.
•
To determine the appropriate reasonable accommodation it may be necessary for the sponsor to
initiate an informal, interactive process with the qualified individual in need of the accommodation.
This process should identify the precise limitations resulting from the disability and potential
reasonable accommodations that could overcome those limitations.
“Registration agency” means the State Apprenticeship Agency in the Colorado Department of Labor and
Employment, USDOL’s Office of Apprenticeship, or another recognized State Apprenticeship Agency.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

7
“Registration of an Apprenticeship Agreement” means the acceptance and recording of an Apprenticeship
Agreement by a Registration Agency as evidence of the apprentice's participation in a particular
registered apprenticeship program.
“Registered apprenticeship program” means an apprenticeship program that is registered by a
Registration Agency.
“Registration of an apprenticeship program” means the acceptance and recording of such program by the
Office of Apprenticeship, or registration and/or approval by the SAA or a recognized State Apprenticeship
Agency, as meeting the basic standards and requirements of the OA for approval of such program for
Federal purposes. Approval is evidenced by a Certificate of Registration or other written indicia.
“Related instruction” or “related technical instruction” means an organized and systematic form of
instruction designed to provide the apprentice with the knowledge of the theoretical and technical subjects
related to the apprentice's occupation
requirements of the OA for approval of such program for
Federal purposes. Approval is evidenced by a Certificate of Registration or other written indicia.
“Related instruction” or “related technical instruction” means an organized and systematic form of
instruction designed to provide the apprentice with the knowledge of the theoretical and technical subjects
related to the apprentice's occupation. Such instruction may be given in a classroom, through
occupational or industrial courses, or by correspondence courses of equivalent value, electronic media, or
other forms of self-study approved by the SAA.
“Secretary” means the Secretary of Labor or any person designated by the Secretary.
“Selection procedure” means any measure, combination of measures, or procedure used as a basis for
any decision in registered apprenticeship. Selection procedures include the full range of assessment
techniques from traditional paper and pencil tests, performance tests, training programs, or probationary
periods and physical, educational, and work experience requirements through informal or casual
interviews and unscored application forms.
“Sponsor” means any employer, association, committee, organization, education and training provider or
qualified intermediary, or person operating a registered apprenticeship program and in whose name the
program is (or is to be) registered or approved.
“State Apprenticeship Agency” or “SAA” means the State Apprenticeship Agency created in C.R.S. §8-
15.7-102 unless otherwise noted.
“State Apprenticeship Council” or “SAC” means an entity established to provide advice and guidance to
the State Apprenticeship Agency as defined in 29 CFR 29.2.
“State office” means that individual office or division of State government designated as the point of
contact for the State Apprenticeship Agency. In Colorado, this is the Office of the Future of Work in the
Colorado Department of Labor and Employment
ticeship Council” or “SAC” means an entity established to provide advice and guidance to
the State Apprenticeship Agency as defined in 29 CFR 29.2.
“State office” means that individual office or division of State government designated as the point of
contact for the State Apprenticeship Agency. In Colorado, this is the Office of the Future of Work in the
Colorado Department of Labor and Employment.
“Technical assistance” means guidance provided by Registration Agency staff in the development,
revision, amendment, or processing of a potential or current program sponsor's Standards of
Apprenticeship, Apprenticeship Agreements, or advice or consultation with a program sponsor to further
compliance with this Rule or guidance.
“Transfer” means a shift of apprenticeship registration from one program to another or from one employer
within a program to another employer within that same program, where there is agreement between the
apprentice and the affected apprenticeship committees or program sponsors. This agreement may
include a similar related instruction provided by institutions of higher education that may have additional
enrollment criteria from the original apprenticeship program.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

8
“Undue hardship”—
1.
In general. Undue hardship means, with respect to the provision of an accommodation,
significant difficulty or expense incurred by a sponsor, when considered in light of the
factors set forth in part 2. of this definition.
2.
Factors to be considered
nt criteria from the original apprenticeship program.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

8
“Undue hardship”—
1.
In general. Undue hardship means, with respect to the provision of an accommodation,
significant difficulty or expense incurred by a sponsor, when considered in light of the
factors set forth in part 2. of this definition.
2.
Factors to be considered. In determining whether an accommodation would impose an
undue hardship on a sponsor, factors to be considered include:
•
The nature and net cost of the accommodation needed under this plan, taking
into consideration the availability of tax credits and deductions, and/or outside
funding;
•
The overall financial resources of the facility or facilities involved in the provision
of the reasonable accommodation, the number of persons employed at such
facility, and the effect on expenses and resources;
•
The overall financial resources of the sponsor, the overall size of the registered
apprenticeship program with respect to the number of apprentices, and the
number, type and location of its facilities;
•
The type of operation or operations of the sponsor, including the composition,
structure and functions of the workforce of such entity, and the geographic
separateness and administrative or fiscal relationship of the facility or facilities in
question to the sponsor; and
•
The impact of the accommodation upon the operation of the facility, including the
impact on the ability of other apprentices to perform their duties and the impact
on the facility’s ability to conduct business.
1.4
Duties of the Colorado State Apprenticeship Agency and the State Apprenticeship Council
A.
The State Apprenticeship Agency is the state Registration Agency and has the responsibility for
registering apprenticeship programs, apprenticeship agreements, and apprentices.
B.
The State Apprenticeship Agency or SAA shall perform its duties as set forth in C.R.S
facility’s ability to conduct business.
1.4
Duties of the Colorado State Apprenticeship Agency and the State Apprenticeship Council
A.
The State Apprenticeship Agency is the state Registration Agency and has the responsibility for
registering apprenticeship programs, apprenticeship agreements, and apprentices.
B.
The State Apprenticeship Agency or SAA shall perform its duties as set forth in C.R.S. § 8-15.7-
102 and this 7 CCR 1108-1 in conformity with the regulations published in 29 CFR Parts 29 and
30, specifically:
1.
Secure recognition as a Registration Agency with the OA;
2.
Establish the State Apprenticeship Council, which operates under the direction of the
SAA, to provide advice and guidance;
3.
Register and oversee apprenticeship programs, apprenticeship agreements, and
apprentices, including the cancellation and deregistration of apprenticeship programs and
agreements;
4.
Conduct reviews of registered apprenticeship programs and quality assurance
assessments for compliance with federal regulations and state policies, including equal
opportunity in apprenticeship;
5.
Establish the Colorado State Apprenticeship Agency State Plan for Equal Opportunity in
Apprenticeship to ensure equal opportunity for apprentices and applicants;
6.
Provide reciprocal approval to apprentices, apprenticeship programs and standards that
are registered in other states by OA or another recognized Registration Agency;

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
ablish the Colorado State Apprenticeship Agency State Plan for Equal Opportunity in
Apprenticeship to ensure equal opportunity for apprentices and applicants;
6.
Provide reciprocal approval to apprentices, apprenticeship programs and standards that
are registered in other states by OA or another recognized Registration Agency;

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

9
7.
Provide technical assistance to current and prospective sponsors on the development or
revision of standards of apprenticeship, apprenticeship agreements, or other guidance to
comply with federal regulations and state policies on registered apprenticeship; and
8.
Maintain requirements pursuant to 29 CFR 29.13 for recognition as a Registration
Agency.
C.
C.R.S. § 8-15.7-103 to 8-15.7-105 establish the membership requirements and duties of the State
Apprenticeship Council (SAC) and its subcommittees to advise the SAA on the operation of the
state's apprenticeship system.
D.
The SAC may convene additional Subcommittees as needed to fulfill its duties.
1.5
Standards, Criteria, and Requirements for Apprenticeship Program Registration and/or
Approval
A.
Eligibility and procedure for registration of an apprenticeship program.
1.
Sponsor duties and submission. Any person or organization seeking to register an
apprenticeship program shall submit all required documents to the SAA for consideration
and approval.
a.
A sponsor may apply to register an apprenticeship with the SAA. A sponsor is
responsible for meeting the eligibility requirements outlined in this Section
1.5(A)(2).
b.
A sponsor of a registered apprenticeship is responsible for the administration and
supervision of on-the-job learning and related instruction for each apprentice in
the registered apprenticeship.
2.
Program Eligibility. To be eligible for SAA registration, an apprenticeship program or
agreement must meet all of the following:
a.
Conform with the standards set forth in 29 CFR 29.5 and article 15.7, title 8 of the
C.R.S
ered apprenticeship is responsible for the administration and
supervision of on-the-job learning and related instruction for each apprentice in
the registered apprenticeship.
2.
Program Eligibility. To be eligible for SAA registration, an apprenticeship program or
agreement must meet all of the following:
a.
Conform with the standards set forth in 29 CFR 29.5 and article 15.7, title 8 of the
C.R.S. and the Department's regulations and applicable state employment and
training laws and regulations.
b.
Conform with the Equal Employment Opportunity in Apprenticeship and Training
in 29 CFR Part 30, as amended, Colorado’s State Plan for Equal Opportunity in
Apprenticeship in this Rule 1.6, and applicable state laws and regulations
impacting Equal Employment Opportunity.
c.
Be in an apprenticeable occupation having the characteristics set forth in 29 CFR
29.4 and Section B. of this Rule.
3.
Application Components. The SAA may provide technical assistance to all potential
sponsors upon their request in compiling any or all elements of their application. Each
application for a registered apprenticeship program shall provide, at a minimum:
a.
Verification of the company's existing workforce
b.
Apprentice supervision. Each registered apprenticeship program shall identify a
numeric ratio of apprentices to journeyworkers for the workforce that complies
with 29 CFR 29.5(b)(7).

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
ion. Each
application for a registered apprenticeship program shall provide, at a minimum:
a.
Verification of the company's existing workforce
b.
Apprentice supervision. Each registered apprenticeship program shall identify a
numeric ratio of apprentices to journeyworkers for the workforce that complies
with 29 CFR 29.5(b)(7).

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

10
c.
Apprenticeable occupation. Verification of the training is in an apprenticeable
occupation having the criteria and requirements set forth in Section B. of this
Rule
d.
On-the-job Learning and Related Instruction. An organized plan for meeting each
of the program standards required by Section C. of this Rule.
e.
Apprenticeship Agreement. A copy of the Apprenticeship Agreement defined in
Rule 1.3.
f.
The SAA may, in partnership with relevant state agencies, incorporate additional
elements into the application to reduce duplication of postsecondary program
approval.
g.
The SAA may incorporate additional elements into the application for state
purposes to align requirements to ease administrative burden or coordinate with
partner programs where appropriate, as long as any additions conform with 29
CFR Parts 29 and 30.
i.
The option to participate in the Eligible Training Provider List.
ii.
The option to express interest in GI Bill ™ Benefits for referral to the
Office of Veterans Education and Training.
iii.
The option for referral and communications with federal, state, and local
partners to align registered apprenticeship related grants, funding, and
related federal and state partner programs.
iv.
The option to coordinate with appropriate state partners, institutions of
higher education, local education agencies, and/or relevant qualified
intermediaries regarding credit for prior learning, related instruction
plans, finding additional related instruction partners, and credentialing.
v
lign registered apprenticeship related grants, funding, and
related federal and state partner programs.
iv.
The option to coordinate with appropriate state partners, institutions of
higher education, local education agencies, and/or relevant qualified
intermediaries regarding credit for prior learning, related instruction
plans, finding additional related instruction partners, and credentialing.
v.
The option for referral to Equal Employment Opportunity partners and/or
qualified intermediaries for assistance with recruitment services.
h.
Sponsor intent to file as one of the following:
i.
Single employer, participating in a collective bargaining agreement
(joint);
ii.
Single employer, not participating in a collective bargaining agreement
(non-joint);
iii.
Multi-employer, joint; or
iv.
Multi-employer, non-joint.
4.
Apprentice Registration. Apprentices must be individually registered under a registered
program. Such individual registration may be triggered by:
a.
Filing copies of each individual Apprenticeship Agreement with the SAA; or

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

11
b.
Subject to prior OA or recognized SAA approval, filing a master copy of such
agreement followed by a listing of the name, and other required data, of each
individual when apprenticed.
5.
Probationary Period. Names of apprentices in the probationary period must be submitted
within 45 days of the program start date to the SAA for certification to establish the
apprentice as eligible for such probationary period.
6.
Changes to Apprenticeship Agreements. The SAA must be notified by the sponsor within
45 days of apprentices who have successfully completed apprenticeship programs, or
transfers, suspensions, and cancellations of Apprenticeship Agreements and a statement
of the reasons.
7.
Program Certification
a.
The SAA may conduct a worksite analysis prior to any decision to approve a
registered apprenticeship program
to Apprenticeship Agreements. The SAA must be notified by the sponsor within
45 days of apprentices who have successfully completed apprenticeship programs, or
transfers, suspensions, and cancellations of Apprenticeship Agreements and a statement
of the reasons.
7.
Program Certification
a.
The SAA may conduct a worksite analysis prior to any decision to approve a
registered apprenticeship program. The analysis shall identify any prior or
existing state or federal violations that affect workers.
b.
Each registered apprenticeship program shall set forth in writing: a statement that
the program will be conducted in compliance with Equal Employment Opportunity
in Apprenticeship Training, adopted pursuant to 29 CFR Part 30; an equal
opportunity pledge: and when applicable, an affirmative action program and
selection method that complies with 29 CFR Part 30.
c.
The SAA may, in partnership with relevant state agencies, incorporate additional
elements into the certification process to reduce duplication of postsecondary
program approval.
d.
Group (multi-employer programs) have an additional review prior to registration:
i.
Multi-employer programs must demonstrate an alignment between their
on-the-job learning component, employer demand, and apprentice
enrollment prior to registration.
ii.
Programs participating in Collective Bargaining Agreements (Single or
Multi-employer Joint Programs). Under a program proposed for
registration by an employer or employers' association, where the
standards, collective bargaining agreement or other instrument provides
for participation by a union in any manner in the operation of the
substantive matters of the registered apprenticeship program, and such
participation is exercised, written acknowledgement of union agreement
or no objection to the registration is required
ed for
registration by an employer or employers' association, where the
standards, collective bargaining agreement or other instrument provides
for participation by a union in any manner in the operation of the
substantive matters of the registered apprenticeship program, and such
participation is exercised, written acknowledgement of union agreement
or no objection to the registration is required. Where no such
participation is evidenced and practiced, the employer or employers'
association must simultaneously furnish to an existing union, which is the
collective bargaining agent of the employees to be trained, a copy of its
application for registration and of the apprenticeship program. The SAA
must provide for receipt of union comments, if any, within 45 days before
final action on the application for registration and/or approval.
iii.
Multi-employer programs without a Collective Bargaining Agreement
(Non-Joint). Where the employees to be trained have no collective
bargaining agreement, an apprenticeship program may be proposed for
registration by an employer or group of employers, or an employer
association.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

12
e.
The SAA will issue certificates of registration to approved sponsors of operating
(active) registered apprenticeship programs.
8.
Provisional Approval.
a.
All new registered apprenticeship programs shall be under provisional approval
for a period of one (1) year. A quality assessment review of the program shall be
conducted by the SAA after the one-year mark to determine conformity. At that
time, the registration approval of the program in conformity may be made
permanent or continue to be provisionally approved through the first full training
cycle. A program not in operation or not conforming during the provisional
approval period may be recommended for deregistration procedures.
b
of the program shall be
conducted by the SAA after the one-year mark to determine conformity. At that
time, the registration approval of the program in conformity may be made
permanent or continue to be provisionally approved through the first full training
cycle. A program not in operation or not conforming during the provisional
approval period may be recommended for deregistration procedures.
b.
Programs in provisional status upon the transition to the SAA will remain in
provisional status and have one (1) year from the date of July 1, 2023 for a
provisional review to determine conformity. At that time, the registration approval
of the program in conformity may be made permanent or continue to be
provisionally approved through the first full training cycle. A program not in
operation or not conforming during the provisional approval period may be
recommended for deregistration procedures.
c.
The SAA may, in partnership with relevant state agencies, incorporate additional
elements into the provisional quality assurance process for the purposes of
reducing duplication of postsecondary program approval.
9.
Permanent registration. The SAA must review all programs for quality and for conformity
with this rule at the end of the first full training cycle. A satisfactory review of a
provisionally approved program will result in conversion of provisional approval to
permanent registration. Programs in permanent status upon the transition to the SAA will
have two (2) years from the date of July 1, 2023 for an initial review to determine
conformity. Subsequent reviews must be conducted no less frequently than every 5
years. Programs not in operation or not conforming to the regulations must be
recommended for deregistration procedures.
10.
Program Modifications.
a.
Any sponsor proposals or applications for modification(s) or change(s) to
registered programs must be submitted to the SAA.
b
1, 2023 for an initial review to determine
conformity. Subsequent reviews must be conducted no less frequently than every 5
years. Programs not in operation or not conforming to the regulations must be
recommended for deregistration procedures.
10.
Program Modifications.
a.
Any sponsor proposals or applications for modification(s) or change(s) to
registered programs must be submitted to the SAA.
b.
To meet the standards for review, any modifications must meet the same
standards as new programs established under this Rule and subsequent
Standards set by federal and state law or guidance.
i.
If the change is an addition of employers, the SAA may conduct a
worksite analysis to identify any prior or existing state or federal
violations that affect workers. If not approved, the sponsor must be
notified of the disapproval and the reasons therefore and provided the
appropriate technical assistance.
ii.
If the modification impacts the related instruction, the related instruction
must meet the minimum requirements for related instruction providers
and instruction.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

13
iii.
If the modifications impact interim credentials or certificate of completion,
the sponsor must review the work process and related instruction to
meet the competencies and/or hours to meet the requirements of the
credential, and any state or federal regulations regarding registered
apprenticeship credentialing.
iv.
Wage schedule modifications.
I.
Voluntary wage schedule modifications will not be approved if
they violate federal, state, or local wage laws.
II.
Mandatory modifications to wage schedules based on changes
to state and local wage laws. The SAA is responsible for
notifying sponsors of changes to federal state and local policies,
initiating the wage schedule adjustment process for impacted
programs, and providing technical assistance. Sponsors are
required to adjust the wage schedule for new and existing
employers to comply with updated standards
datory modifications to wage schedules based on changes
to state and local wage laws. The SAA is responsible for
notifying sponsors of changes to federal state and local policies,
initiating the wage schedule adjustment process for impacted
programs, and providing technical assistance. Sponsors are
required to adjust the wage schedule for new and existing
employers to comply with updated standards. The SAA must
follow state and local guidance on the timeline for modification of
wage standards regarding impacted programs.
c.
The SAA must make a determination on whether to approve such submissions
within 90 days from the date of receipt. If approved, the modification(s) or
change(s) will be recorded and acknowledged within 90 days of approval as an
amendment to such program. If not approved, the sponsor must be notified of the
disapproval and the reasons therefore and provided the appropriate technical
assistance.
d.
The state Office is responsible for coordinating internal review of functions within
the Department impacting minimal Standards of Apprenticeship quality
assurance, inclusive of state and federal policies regarding labor standards.
B.
Criteria for apprenticeable occupations.
1.
An apprenticeable occupation is one specified by an industry that involves the
progressive attainment of skills, competencies, and knowledge that are:
a.
clearly identified and commonly recognized throughout the relevant industry or
occupation;
b.
customarily learned or enhanced in a practical way through a structured,
systematic program of on-the-job, supervised learning and related instruction to
supplement the learning; and
c.
offered through a time-based, competency-based, or hybrid (blend of time-based
and competency-based) model that the Director has determined meets the
requirements of title 8, article 15.7 of the C.R.S. and 29 CFR Parts 29 and 30.
2.
A time-based model requires the completion of at least 2,000 hours of on-the-job
learning.
C.
Colorado Standards of registered apprenticeship
ment the learning; and
c.
offered through a time-based, competency-based, or hybrid (blend of time-based
and competency-based) model that the Director has determined meets the
requirements of title 8, article 15.7 of the C.R.S. and 29 CFR Parts 29 and 30.
2.
A time-based model requires the completion of at least 2,000 hours of on-the-job
learning.
C.
Colorado Standards of registered apprenticeship.
An apprenticeship program, to be eligible for approval and registration by the SAA, must conform
to the following standards:

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

14
1.
The program must have an organized, written plan (program standards) embodying the
terms and conditions of employment, training, and supervision of one or more
apprentices in an apprenticeable occupation and subscribed to by a sponsor who has
undertaken to carry out the apprentice training program.
2.
The program standards must contain provisions that address:
a.
The employment and training of the apprentice in a skilled occupation.
b.
The term of registered apprenticeship, which for an individual apprentice may be
measured either through the completion of the industry standard for on-the-job
learning (at least 2,000 hours) (time-based approach), the attainment of
competency (competency-based approach), or a blend of the time-based and
competency-based approaches (hybrid approach).
i.
The time-based approach measures skill acquisition through the
individual apprentice's completion of at least 2,000 hours of on-the-job
learning as described in a work process schedule.
ii.
The competency-based approach measures skill acquisition through the
individual apprentice's successful demonstration of acquired skills and
knowledge, as verified by the program sponsor. Programs utilizing this
approach must still require apprentices to complete an on-the-job
learning component of registered apprenticeship
hours of on-the-job
learning as described in a work process schedule.
ii.
The competency-based approach measures skill acquisition through the
individual apprentice's successful demonstration of acquired skills and
knowledge, as verified by the program sponsor. Programs utilizing this
approach must still require apprentices to complete an on-the-job
learning component of registered apprenticeship. The program standards
must address how on-the-job learning will be integrated into the program,
describe competencies, and identify an appropriate means of testing and
evaluation for such competencies.
iii.
The hybrid approach measures the individual apprentice's skill
acquisition through a combination of specified minimum number of hours
of on-the-job learning and the successful demonstration of competency
as described in a work process schedule.
iv.
The determination of the appropriate approach for the program
standards is made by the program sponsor, subject to approval by the
SAA of the determination as appropriate to the apprenticeable
occupation for which the program standards are registered.
c.
An outline of the work processes in which the apprentice will receive supervised
work experience and training on the job, and the allocation of the approximate
amount of time to be spent in each major process.
d.
Provision for organized, related instruction in technical subjects related to the
occupation. A minimum of 144 hours for each year of registered apprenticeship is
recommended. Related instruction may be delivered in a live classroom, or in a
virtual or hybrid format using electronic media provided:
i.
The delivery of related instruction to all apprentices enrolled in the
program via electronic means is administratively feasible
ii.
The use of electronic media by the program sponsor to deliver related
instruction is not inconsistent with the current version of the program’s
Standards or its Work Process Schedule (WPS);

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
d:
i.
The delivery of related instruction to all apprentices enrolled in the
program via electronic means is administratively feasible
ii.
The use of electronic media by the program sponsor to deliver related
instruction is not inconsistent with the current version of the program’s
Standards or its Work Process Schedule (WPS);

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

15
e.
Every apprenticeship instructor must:
i.
Meet the Colorado Department of Education's requirements for a
technical education instructor in the State of registration, or be a subject
matter expert, which is an individual, such as a journeyworker, who is
recognized within an industry as having expertise in a specific
occupation; and
ii.
Have training in teaching techniques and adult learning styles, which
may occur before or after the apprenticeship instructor has started to
provide the related instruction.
iii.
If applicable, the instructor must meet the instructor requirements of state
recognized institutions of higher education, which may also include
additional requirements through the Colorado Community College
System and the Colorado Department of Education. Institutions of higher
education must be authorized to operate in the state by the Colorado
Department of Higher Education, and meet the institutional or program
accrediting standards, as required by law. Sponsors partnering with
approved programs do not need to seek additional approval of individual
instructors, unless institutional partners change.
f.
A progressively increasing schedule of wages to be paid to the apprentice
consistent with the skill acquired. The entry wage must not be less than the
highest applicable minimum wage prescribed by the Fair Labor Standards Act, by
Colorado or (to the extent applicable) local statutes or rules, or by collective
bargaining agreement.
g.
Periodic review and evaluation of the apprentice's performance on the job and in
related instruction; and the maintenance of appropriate progress records.
h
e skill acquired. The entry wage must not be less than the
highest applicable minimum wage prescribed by the Fair Labor Standards Act, by
Colorado or (to the extent applicable) local statutes or rules, or by collective
bargaining agreement.
g.
Periodic review and evaluation of the apprentice's performance on the job and in
related instruction; and the maintenance of appropriate progress records.
h.
A numeric ratio of apprentices to journeyworkers consistent with proper
supervision, training, safety, and continuity of employment, and applicable
provisions in collective bargaining agreements, except where such ratios are
expressly prohibited by the collective bargaining agreements . The ratio language
must be specific and clearly described as to its application to the job site,
workforce, department or plant.
i.
A probationary period reasonable in relation to the full apprenticeship term, with
full credit given for such period toward completion of registered apprenticeship.
The probationary period cannot exceed 25 percent of the length of the program,
or 1 year, whichever is shorter. During the probationary period, either party may
cancel the Apprenticeship Agreement without stated cause, and such
cancellation will not have an adverse effect on the sponsor's completion rate.
j.
Adequate and safe equipment and facilities for training and supervision, and
relevant safety training for apprentices on the job and in related instruction.
k.
Each registered apprenticeship program shall provide for the placement of each
apprentice under a written registered Apprenticeship Agreement that meets the
requirements of this document and is approved by the SAA. The agreement must
directly or by reference incorporate the standards of the program as part of the
agreement.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
k.
Each registered apprenticeship program shall provide for the placement of each
apprentice under a written registered Apprenticeship Agreement that meets the
requirements of this document and is approved by the SAA. The agreement must
directly or by reference incorporate the standards of the program as part of the
agreement.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

16
i.
The names of persons in the probationary period as an apprentice under
an apprenticeship program registered by the Office of Apprenticeship or
the SAA, if not individually registered under such program, must be
submitted within 45 calendar days of the program start date to the SAA
for certification to establish the apprentice as eligible for such
probationary period.
ii.
For programs for which the on-the-job learning occurs first, the sponsor
is responsible for:
I.
Ensuring the apprentice is under an Apprenticeship Agreement
within 45 days of the start of employment.
iii.
For programs for which related instruction occurs first, the sponsor is
responsible for:
I.
Securing adequate on-the-job learning placements prior to
enrolling apprentices;
II.
Ensuring that before the time of enrollment and incurring costs
associated with the program, the apprentice has a copy of the
Apprenticeship Standards, information on available on-the-job
learning placements, and understands any provisions related to
continuing to on-the-job learning (e.g. successful completion of
coursework); and
III.
Ensuring the apprentice is under an Apprenticeship Agreement
or in probationary status within 45 days of the start of related
instruction.
l.
The granting of advanced standing or credit for demonstrated competency,
acquired experience, training, or skills for all applicants equally, with
commensurate wages for any progression step so granted.
m
(e.g. successful completion of
coursework); and
III.
Ensuring the apprentice is under an Apprenticeship Agreement
or in probationary status within 45 days of the start of related
instruction.
l.
The granting of advanced standing or credit for demonstrated competency,
acquired experience, training, or skills for all applicants equally, with
commensurate wages for any progression step so granted.
m.
The transfer of an apprentice between apprenticeship programs and within a
registered apprenticeship program must be based on agreement between the
apprentice and the affected apprenticeship committees or program sponsors,
and must comply with the following requirements:
i.
The transferring apprentice must be provided a transcript of related
instruction and on-the-job learning by the committee or program sponsor;
ii.
Transfer must be to the same occupation or, if not the same occupation,
through a reasonable transcript analysis for equivalency of related
instruction, interim credentials and/or on-the-job learning; and
iii.
A new Apprenticeship Agreement must be executed when the transfer
occurs between program sponsors.
n.
Assurance of qualified training personnel and adequate supervision on the job.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

17
o.
In licensed occupations, apprentices in registered apprenticeship programs shall
be employed by licensed contractors. Apprenticeships in licensed occupations
must prepare the apprentice for qualifications for licensure and maintain the
administrative requirements of the appropriate oversight body of that occupation.
The SAA may coordinate with the appropriate agencies in the quality assurance
review process to reduce employer or sponsor administrative burden and
maintain worker protections.
p.
Each apprenticeship program shall provide recognition of successful completion
of a registered apprenticeship to the apprentices as evidenced by the appropriate
certificate issued by the SAA.
q
body of that occupation.
The SAA may coordinate with the appropriate agencies in the quality assurance
review process to reduce employer or sponsor administrative burden and
maintain worker protections.
p.
Each apprenticeship program shall provide recognition of successful completion
of a registered apprenticeship to the apprentices as evidenced by the appropriate
certificate issued by the SAA.
q.
Program standards that utilize the competency-based or hybrid approach for
progression through a registered apprenticeship and that choose to issue interim
credentials must clearly identify the interim credentials, demonstrate how these
credentials link to the components of the apprenticeable occupation, and
establish the process for assessing an individual apprentice's demonstration of
competency associated with the particular interim credential. Further, interim
credentials must only be issued for recognized components of an apprenticeable
occupation, thereby linking interim credentials specifically to the knowledge,
skills, and abilities associated with those components of the apprenticeable
occupation.
r.
Each registered apprenticeship program shall identify the Colorado SAA as the
Registration Agency.
s.
Apprenticeship program sponsors must promptly submit and obtain the approval
of the SAA for any modification or amendment to a registered program and
provide for the registration, cancellation, and deregistration of the program. The
SAA will make a determination on whether to approve such modifications or
changes within 90 calendar days from the date of receipt. If approved, the
modifications or changes will be recorded and acknowledged within 90 calendar
days of approval as an amendment to the program. If not approved, the sponsor
will be notified of the disapproval and the reasons and provided with the
appropriate technical assistance.
t
a determination on whether to approve such modifications or
changes within 90 calendar days from the date of receipt. If approved, the
modifications or changes will be recorded and acknowledged within 90 calendar
days of approval as an amendment to the program. If not approved, the sponsor
will be notified of the disapproval and the reasons and provided with the
appropriate technical assistance.
t.
Providing notice to the SAA of persons who have successfully completed the
registered apprenticeship program, and notice of transfers, suspensions and
cancellations of Apprenticeship Agreements and a statement of the reasons.
u.
Authority for the cancellation of an Apprenticeship Agreement during the
probationary period by either party without stated cause; cancellation during the
probationary period will not have an adverse impact on the sponsor's completion
rate.
v.
Compliance with 29 CFR Part 30, including the equal opportunity pledge
prescribed in 29 CFR 30.3(c); an affirmative action program complying with 29
CFR 30.4; and a method for the selection of apprentices complying with 29 CFR
30.10, or compliance with parallel requirements contained in the State plan for
equal opportunity in apprenticeship adopted under 29 CFR Part 30 and approved
by the OA. The apprenticeship standards must also include a statement that the
program will be conducted, operated and administered in conformity with
applicable provisions of 29 CFR part 30, as amended, or if applicable, an
approved State plan for equal opportunity in apprenticeship.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
adopted under 29 CFR Part 30 and approved
by the OA. The apprenticeship standards must also include a statement that the
program will be conducted, operated and administered in conformity with
applicable provisions of 29 CFR part 30, as amended, or if applicable, an
approved State plan for equal opportunity in apprenticeship.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

18
w.
Each registered apprenticeship program shall provide contact information (name,
address, telephone number, and e-mail if appropriate) for the appropriate
individual with authority under the program to receive, process and make
disposition of complaints.
x.
Each registered apprenticeship program shall provide that the sponsor shall
maintain all records concerning registered apprenticeship as may be required by
the SAA and other applicable law, including appropriate progress records, for not
less than five (5) years, and that the sponsor shall make such records available
to the SAA upon request.
y.
Each registered apprenticeship program sponsor shall identify a point of contact
and complete disclosure regarding information to be publicly released in the
annual Apprenticeship Resource Directory required by C.R.S. 8-83-308, as
amended.
D.
Registered Apprenticeship Program Performance Standards.
1.
Every registered apprenticeship program must have at least one registered apprentice,
except for the following specified periods of time, which may not exceed 1 year:
a.
Between the date when a program is registered and the date of registration for its
first apprentice(s); or
b.
Between the date that a program graduates an apprentice and the date of
registration for the next apprentice(s) in the program.
2.
The SAA must evaluate performance of registered apprenticeship programs.
a.
The tools and factors to be used must include, but are not limited to:
i.
Quality assurance assessments;
ii.
Equal Employment Opportunity (EEO) Compliance Reviews; and
iii.
Completion rates.
b
Between the date that a program graduates an apprentice and the date of
registration for the next apprentice(s) in the program.
2.
The SAA must evaluate performance of registered apprenticeship programs.
a.
The tools and factors to be used must include, but are not limited to:
i.
Quality assurance assessments;
ii.
Equal Employment Opportunity (EEO) Compliance Reviews; and
iii.
Completion rates.
b.
Any additional tools and factors used by the SAA in evaluating program
performance must adhere to guidance issued by the SAA and in conformity with
regulations promulgated by the Secretary under the National Apprenticeship Act,
29 U.S.C. 50.
c.
The SAC may advise the SAA on administrative policies that ensure the safety
and quality of registered apprenticeship programs and address, as warranted,
the related needs of Colorado’s businesses, the labor workforce, and
communities.
3.
In order to evaluate completion rates, the SAA must review a program's completion rates
in comparison to the national average for completion rates. Based on the review, the SAA
must provide technical assistance to programs with completion rates lower than the
national average.
4.
Cancellation of Apprenticeship Agreements during the probationary period will not have
an adverse impact on a sponsor's completion rate.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

19
1.6
The Colorado SAA State Plan for Equal Opportunity in Apprenticeship
A.
Purpose, applicability, and relationship to other laws
1.
Purpose. The purpose of this plan is to promote equal opportunity for apprentices and
applicants for apprenticeship in registered apprenticeship programs by prohibiting
discrimination based on the following protected bases: race, color, religion, national
origin, sex, sexual orientation, age (40 or older), genetic information, disability, creed,
gender identity, gender expression, ancestry, pregnancy or childbirth (or related
conditions), and any other basis protected by federal, state, or local law
renticeship in registered apprenticeship programs by prohibiting
discrimination based on the following protected bases: race, color, religion, national
origin, sex, sexual orientation, age (40 or older), genetic information, disability, creed,
gender identity, gender expression, ancestry, pregnancy or childbirth (or related
conditions), and any other basis protected by federal, state, or local law. This plan also
prescribes affirmative action efforts sponsors must take to ensure equal opportunity for
apprentices and applicants for registered apprenticeship. This plan sets forth the equal
opportunity obligations of sponsors, the contents of affirmative action programs,
procedures for the filing and processing of complaints, and enforcement procedures. This
plan also establishes procedures for deregistration of an apprenticeship program in the
event of noncompliance with this plan.
2.
Applicability. The plan applies to all sponsors of apprenticeship programs registered with
the Colorado SAA.
3.
Relationship to other laws. This plan does not invalidate or limit the remedies, rights, and
procedures under any Federal law or the law of any State or political subdivision of any
State or jurisdiction that provides greater or equal protection for individuals based on the
protected bases listed in (A)(1) than are afforded by this plan. It may be a defense to a
charge of a violation of this plan that a challenged action is required or necessitated by a
Federal law or regulation, or that a Federal law or regulation prohibits an action that
would otherwise be required by this plan.
B.
Equal opportunity standards applicable to all sponsors
1.
Discrimination prohibited. It is unlawful for a sponsor of a registered apprenticeship
program to discriminate against an apprentice or applicant for apprenticeship on the
basis of the protected bases listed in (A)(1) with regard to:
a.
Recruitment, outreach, and selection procedures;
b
tion that
would otherwise be required by this plan.
B.
Equal opportunity standards applicable to all sponsors
1.
Discrimination prohibited. It is unlawful for a sponsor of a registered apprenticeship
program to discriminate against an apprentice or applicant for apprenticeship on the
basis of the protected bases listed in (A)(1) with regard to:
a.
Recruitment, outreach, and selection procedures;
b.
Hiring and/or placement, upgrading, periodic advancement, promotion, demotion,
transfer, layoff, termination, right of return from layoff, and rehiring;
c.
Rotation among work processes;
d.
Imposition of penalties or other disciplinary action;
e.
Rates of pay or any other form of compensation and changes in compensation;
f.
Conditions of work;
g.
Hours of work and hours of training provided;
h.
Job assignments;
i.
Leaves of absence, sick leave, or any other leave; and
j.
Any other benefit, term, condition, or privilege associated with registered
apprenticeship.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

20
2.
Discrimination standards and defenses.
a.
Race, color, religion, national origin, sex, or sexual orientation. In implementing
this section, the SAA will look to the legal standards and defenses applied under
title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000 et seq, Executive Order
11246, and C.R.S. § 24-34-301 as applicable, in determining whether a sponsor
has engaged in a practice prohibited under Section (B)(1) of this Rule.
b.
Disability. With respect to discrimination based on a disability, the SAA will apply
the same standards, defenses, and exceptions to the definition of disability as
those set forth in title I of the Americans with Disabilities Act (ADA), 42 U.S.C
11246, and C.R.S. § 24-34-301 as applicable, in determining whether a sponsor
has engaged in a practice prohibited under Section (B)(1) of this Rule.
b.
Disability. With respect to discrimination based on a disability, the SAA will apply
the same standards, defenses, and exceptions to the definition of disability as
those set forth in title I of the Americans with Disabilities Act (ADA), 42 U.S.C.
12112 and 12113, as amended, and the implementing regulations promulgated
by the Equal Employment Opportunity Commission (EEOC) at 29 CFR Part 30,
which include, among other things, the standards governing reasonable
accommodation, medical examinations and disability-related inquiries,
qualification standards, and direct threat defense. The Interpretive Guidance on
title I of the ADA set out as an appendix to part 1630 issued pursuant to title I
may be relied upon for guidance in complying with the nondiscrimination
requirements of this plan with respect to the treatment of individuals with
disabilities.
c.
Age. The SAA will apply the same standards and defenses for age discrimination
as those set forth in the Age Discrimination in Employment Act (ADEA), 29
U.S.C. 623, the implementing regulations promulgated by the EEOC at 29 CFR
Part 1625, and in the Colorado Anti-Discrimination Act, C.R.S. § 24-34-402.
d.
Genetic information. The SAA will apply the same standards and defenses for
discrimination based on genetic information as those set forth in the Genetic
Information Nondiscrimination Act (GINA), 29 U.S.C. 2000ff et seq., and the
implementing regulations promulgated by the EEOC at 29 CFR Part 1635.
e.
Creed, gender identity, gender expression, or ancestry. The SAA will apply the
same standards, defenses, and exceptions for discrimination based on creed,
gender identity, gender expression, or ancestry as those set forth in the Colorado
Anti-Discrimination Act, C.R.S. § 24-34-402.
f.
Pregnancy, childbirth, and related conditions
ementing regulations promulgated by the EEOC at 29 CFR Part 1635.
e.
Creed, gender identity, gender expression, or ancestry. The SAA will apply the
same standards, defenses, and exceptions for discrimination based on creed,
gender identity, gender expression, or ancestry as those set forth in the Colorado
Anti-Discrimination Act, C.R.S. § 24-34-402.
f.
Pregnancy, childbirth, and related conditions. The SAA will apply the same
standards, defenses, and exceptions for discrimination based on pregnancy,
childbirth, and related conditions as those set forth in the Colorado Anti-
Discrimination Act, C.R.S. 24-34-402.5.
C.
General duty to engage in affirmative action. For each registered apprenticeship program, a
sponsor is required to take affirmative steps to provide equal opportunity in apprenticeship. These
steps must include:
1.
Assignment of responsibility. The sponsor will designate an individual or individuals with
appropriate authority under the program, such as an apprenticeship coordinator, to be
responsible and accountable for overseeing its commitment to equal opportunity in
registered apprenticeship, including the development and implementation of an
affirmative action program as required by Section (D)(2) and 29 CFR 30.4(b). The
individual(s) must have the resources, support of, and access to the sponsor leadership
to ensure effective implementation. The individual(s) will be responsible for:
a.
Monitoring all registered apprenticeship activity to ensure compliance with the
nondiscrimination and affirmative action obligations required by this plan;

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
he
individual(s) must have the resources, support of, and access to the sponsor leadership
to ensure effective implementation. The individual(s) will be responsible for:
a.
Monitoring all registered apprenticeship activity to ensure compliance with the
nondiscrimination and affirmative action obligations required by this plan;

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

21
b.
Maintaining records required under this plan; and
c.
Generating and submitting reports as may be required by the SAA.
2.
Internal dissemination of equal opportunity policy. The sponsor must inform all applicants
for apprenticeship, apprentices, and individuals connected with the administration or
operation of the registered apprenticeship program of its commitment to equal
opportunity and its affirmative action obligations. In addition, the sponsor must require
that individuals connected with the administration or operation of the registered
apprenticeship program take the necessary action to aid the sponsor in meeting its
nondiscrimination and affirmative action obligations under this plan. A sponsor, at a
minimum, is required to:
a.
Publish its equal opportunity pledge—set forth in Section (C)(5)(a) of this Rule—
in the apprenticeship standards required under Rule 1.5(C), and in appropriate
publications, such as apprentice and employee handbooks, policy manuals,
newsletters, or other documents disseminated by the sponsor or that otherwise
describe the nature of the sponsorship;
b.
Post its equal opportunity pledge from (C)(5)(a) of this Rule on bulletin boards,
including through electronic media, such that it is accessible to all apprentices
and applicants for registered apprenticeship;
c
cations, such as apprentice and employee handbooks, policy manuals,
newsletters, or other documents disseminated by the sponsor or that otherwise
describe the nature of the sponsorship;
b.
Post its equal opportunity pledge from (C)(5)(a) of this Rule on bulletin boards,
including through electronic media, such that it is accessible to all apprentices
and applicants for registered apprenticeship;
c.
Conduct orientation and periodic information sessions for individuals connected
with the administration or operation of the registered apprenticeship program,
including all apprentices and journeyworkers who regularly work with
apprentices, to inform and remind such individuals of the sponsor’s equal
employment opportunity policy with regard to registered apprenticeship, and to
provide the training required by Rule 1.6(C)(4)(a); and
d.
Maintain records necessary to demonstrate compliance with these requirements
and make them available to the SAA upon request.
3.
Universal outreach and recruitment. The sponsor will implement measures to ensure that
its outreach and recruitment efforts for apprentices comply with all federal, state, and
local laws as to job postings, outreach, and recruitment, and that they extend to all
persons available for apprenticeship within the sponsor’s relevant recruitment area
without regard to race, color, religion, national origin, sex, sexual orientation, age (40 or
older), genetic information, disability, creed, gender identity, gender expression, ancestry,
pregnancy or childbirth (or related conditions), and any other basis protected by federal,
state, or local law. In furtherance of this requirement, the sponsor must:
a.
Develop and update annually a list of current recruitment sources that will
generate referrals from all demographic groups within the relevant recruitment
area
ation, disability, creed, gender identity, gender expression, ancestry,
pregnancy or childbirth (or related conditions), and any other basis protected by federal,
state, or local law. In furtherance of this requirement, the sponsor must:
a.
Develop and update annually a list of current recruitment sources that will
generate referrals from all demographic groups within the relevant recruitment
area. Examples of relevant recruitment sources include: The public workforce
system’s workforce centers and local workforce development boards;
community-based organizations; community colleges; career and technical
colleges; pre-apprenticeship programs; and Federally funded, youth job training
programs such as YouthBuild and Job Corps or their successors;
b.
Identify a contact person, mailing address, telephone number, and email address
for each recruitment source; and

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

22
c.
Provide recruitment sources advance notice, preferably 30 calendar days, of
registered apprenticeship openings so that the recruitment sources can notify
and refer candidates. Such notification must also include documentation of the
sponsor’s equal opportunity pledge specified in Section (C)(5)(a) of this Rule.
4.
Maintaining apprenticeship programs free from harassment, intimidation, and retaliation.
The sponsor must develop and implement procedures to ensure that its apprentices are
not harassed because of the protected bases listed in (A)(1) and to ensure that its
registered apprenticeship program is free from intimidation and retaliation as prohibited
by C.R.S. § 24-34-402(1)(f). To promote an environment in which all apprentices feel
safe, welcomed, and treated fairly, the sponsor must ensure the following steps are
taken:
a.
Providing anti-harassment training to all individuals connected with the
administration or operation of the registered apprenticeship program, including all
apprentices and journeyworkers who regularly work with apprentices
C.R.S. § 24-34-402(1)(f). To promote an environment in which all apprentices feel
safe, welcomed, and treated fairly, the sponsor must ensure the following steps are
taken:
a.
Providing anti-harassment training to all individuals connected with the
administration or operation of the registered apprenticeship program, including all
apprentices and journeyworkers who regularly work with apprentices. This
training must not be a mere transmittal of information, but must include
participation by trainees, such as attending a training session in person or
completing an interactive training online. The training content must include, at a
minimum, communication of the following:
i.
That harassing conduct will not be tolerated;
ii.
The definition of harassment and the types of conduct that constitute
unlawful harassment on the basis of the protected bases listed in (A)(1);
and
iii.
The right to file a harassment complaint under 29 CFR 30.14.
b.
Making all facilities and registered apprenticeship activities available without
regard to the protected bases listed in (A)(1) except that if the sponsor provides
restrooms or changing facilities, the sponsor must provide separate or single-
user restrooms and changing facilities to assure privacy between the sexes.
c.
Establishing and implementing procedures for handling and resolving complaints
about harassment and intimidation based on the protected bases listed in (A)(1),
as well as complaints about retaliation for engaging in protected activity
described in 29 CFR 30.17.
d.
Compliance with Federal and State equal employment opportunity laws. The
sponsor must comply with all other applicable Federal and State laws and
regulations that require equal employment opportunity without regard to the
protected bases in (A)(1) and any other bases protected under limited
circumstances in the Colorado Anti-Discrimination Act (C.R.S. § 24-34-402
through 402.7)
in 29 CFR 30.17.
d.
Compliance with Federal and State equal employment opportunity laws. The
sponsor must comply with all other applicable Federal and State laws and
regulations that require equal employment opportunity without regard to the
protected bases in (A)(1) and any other bases protected under limited
circumstances in the Colorado Anti-Discrimination Act (C.R.S. § 24-34-402
through 402.7). Failure to comply with such laws if such noncompliance is related
to the equal employment opportunity of apprentices and/or graduates of such a
registered apprenticeship program under this plan is grounds for deregistration or
the imposition of other enforcement actions in accordance with Section O. of this
Rule.
5.
Equal opportunity pledge.
a.
Each sponsor of a registered apprenticeship program must include in its
Standards of Apprenticeship and registered apprenticeship opportunity
announcements the following equal opportunity pledge:

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

23
[Name of sponsor] will not discriminate against registered apprenticeship
applicants or apprentices based on race, color, religion, creed, national origin,
ancestry, sex (including pregnancy and gender identity), gender expression,
childbirth and related conditions, sexual orientation, genetic information, or
because they are an individual with a disability or a person 40 years old or older.
[Name of sponsor] will take affirmative action to provide equal opportunity in
apprenticeship and will operate the registered apprenticeship program as
required under Title 29 of the Code of Federal Regulations, part 30.
b.
The nondiscrimination bases listed in this pledge may be broadened to conform
to consistent local requirements. Sponsors may include additional protected
bases but may not exclude any of the bases protected by this Rule.
6.
Compliance.
a
al opportunity in
apprenticeship and will operate the registered apprenticeship program as
required under Title 29 of the Code of Federal Regulations, part 30.
b.
The nondiscrimination bases listed in this pledge may be broadened to conform
to consistent local requirements. Sponsors may include additional protected
bases but may not exclude any of the bases protected by this Rule.
6.
Compliance.
a.
Current sponsors: A sponsor that has a registered apprenticeship program as of
the effective date of this Rule must comply with all obligations of this section by
the effective date of this Rule.
b.
New sponsors: A sponsor registering after the effective date of this Rule shall
comply with all obligations of this section upon registration.
D.
Affirmative action programs.
1.
Definition and purpose. As used in this plan:
a.
An affirmative action program is designed to ensure equal opportunity and
prevent discrimination in registered apprenticeship programs. An affirmative
action program is more than mere passive nondiscrimination. Such a program
requires the sponsor to take affirmative steps to encourage and promote equal
opportunity, to create an environment free from discrimination, and to address
any barriers to equal opportunity in registered apprenticeship. An affirmative
action program is more than a paperwork exercise. It includes those policies,
practices, and procedures, including self-analyses, that the sponsor implements
to ensure that all qualified applicants and apprentices are receiving an equal
opportunity for recruitment, selection, advancement, retention and every other
term and privilege associated with registered apprenticeship. An affirmative
action program should be a part of the way the sponsor regularly conducts its
registered apprenticeship program.
b
cluding self-analyses, that the sponsor implements
to ensure that all qualified applicants and apprentices are receiving an equal
opportunity for recruitment, selection, advancement, retention and every other
term and privilege associated with registered apprenticeship. An affirmative
action program should be a part of the way the sponsor regularly conducts its
registered apprenticeship program.
b.
A central premise underlying affirmative action is that, absent discrimination, over
time a sponsor’s registered apprenticeship program, generally, will reflect the
sex, race, ethnicity, and disability profile of the labor pools from which the
sponsor recruits and selects. Consistent with this premise, affirmative action
programs contain a diagnostic component which includes quantitative analyses
designed to evaluate the composition of the sponsor’s registered apprenticeship
program and compare it to the composition of the relevant labor pools. If women,
individuals with disabilities, or individuals from a particular minority group, for
example, are not being admitted into registered apprenticeship at a rate to be
expected given their availability in the relevant labor pool, the sponsor’s
affirmative action program must include specific, practical steps designed to
address any barriers to equal opportunity that may be contributing to this
underutilization.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
or
example, are not being admitted into registered apprenticeship at a rate to be
expected given their availability in the relevant labor pool, the sponsor’s
affirmative action program must include specific, practical steps designed to
address any barriers to equal opportunity that may be contributing to this
underutilization.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

24
c.
Effective affirmative action programs include internal auditing and reporting
systems as a means of measuring the sponsor’s progress toward achieving a
registered apprenticeship program that would be expected absent discrimination.
d.
An affirmative action program also ensures equal opportunity in registered
apprenticeship by incorporating the sponsor’s commitment to equality in every
aspect of the registered apprenticeship program. Therefore, as part of its
affirmative action program, a sponsor must monitor and examine its employment
practices, policies and decisions and evaluate the impact such practices, policies
and decisions have on the recruitment, selection and advancement of
apprentices. It must evaluate the impact of its employment and personnel
policies on minorities, women, and persons with disabilities, and revise such
policies accordingly where such policies or practices are found to create a barrier
to equal opportunity.
e.
The commitments contained in an affirmative action program are not intended
and must not be used to discriminate against any qualified applicant or
apprentice on the basis of the protected bases listed in (A)(1).
2.
Adoption of affirmative action programs. Sponsors other than those exempted in (D)(4) of
this section must develop and maintain an affirmative action program, setting forth that
program in a written plan. The components of the written plan, as detailed in Sections E.
through I. of this Rule, must be developed in accordance with the respective compliance
dates and made available to the SAA any time thereafter upon request.
3.
Contents of affirmative action programs
xempted in (D)(4) of
this section must develop and maintain an affirmative action program, setting forth that
program in a written plan. The components of the written plan, as detailed in Sections E.
through I. of this Rule, must be developed in accordance with the respective compliance
dates and made available to the SAA any time thereafter upon request.
3.
Contents of affirmative action programs. An affirmative action program must include the
following components in addition to those required of all sponsors by Section B of this
Rule:
a.
Utilization analysis for race, sex, and ethnicity, as described in Section E. and 29
CFR 30.5;
b.
Establishment of utilization goals for race, sex, and ethnicity, as described in
Section F. and 29 CFR 30.6;
c.
Utilization goals for individuals with disabilities, as described in Section G. and 29
CFR 30.7;
d.
Targeted outreach, recruitment, and retention, as described in Section H. and 29
CFR 30.8;
e.
Review of personnel processes, as described in Section I. and 29 CFR 30.9; and
f.
Invitations to self-identify, as described in Section J. and 29 CFR 30.11
4.
Exemptions—
a.
Programs with fewer than five apprentices. A sponsor is exempt from the
requirements of Sections (D)(2) and (D)(3) of this Rule if the sponsor’s registered
apprenticeship program has fewer than five apprentices registered, unless such
a program was adopted to circumvent the requirements of this plan.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
FR 30.11
4.
Exemptions—
a.
Programs with fewer than five apprentices. A sponsor is exempt from the
requirements of Sections (D)(2) and (D)(3) of this Rule if the sponsor’s registered
apprenticeship program has fewer than five apprentices registered, unless such
a program was adopted to circumvent the requirements of this plan.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

25
b.
Programs subject to approved equal employment opportunity programs. A
sponsor is exempt from the requirements of Sections (D)(2) and (D)(3) of this
plan if the sponsor both submits to the SAA satisfactory evidence that it is in
compliance with an equal employment opportunity program providing for
affirmative action in apprenticeship, including the use of goals for any
underrepresented group or groups of individuals, which has been approved as
meeting the requirements of either title VII of the Civil Rights Act of 1964, as
amended (42 U.S.C. 2000e et seq.) and agrees to extend such program to
include individuals with disabilities, or if the sponsor submits to the SAA
satisfactory evidence that it is in compliance with an equal employment
opportunity program providing for affirmative action in apprenticeship, including
the use of goals for any underrepresented group or groups of individuals, which
has been approved as meeting the requirements of both Executive Order 11246,
as amended, and section 503 of the Rehabilitation Act, as amended (29 U.S.C.
793), and their implementing regulations at title 41 of the Code of Federal
Regulations, Chapter 60. Provided that programs approved, modified or renewed
subsequent to the effective date of this Rule will qualify for this exception only if
the goals for any underrepresented group for the selection of apprentices
provided for in such programs are likely to be equal to or greater than the goals
required under this plan.
5.
Written affirmative action plans
he Code of Federal
Regulations, Chapter 60. Provided that programs approved, modified or renewed
subsequent to the effective date of this Rule will qualify for this exception only if
the goals for any underrepresented group for the selection of apprentices
provided for in such programs are likely to be equal to or greater than the goals
required under this plan.
5.
Written affirmative action plans. Sponsors required to undertake an affirmative action
program must create and update a written document memorializing and discussing the
contents of the program set forth in Section (D)(3) of this plan.
a.
Compliance—
i.
Current sponsors. The initial written affirmative action plan for such
programs must be completed within two years after the effective date of
this Rule. The written affirmative action plan for such programs must be
updated every time the sponsor completes workforce analyses required
by Sections E. and G.
ii.
Registered apprenticeship programs registered after the effective date of
this Rule. The initial written affirmative action plan for such programs
must be completed within two years of registration. The written
affirmative action plan for such programs must be updated every time the
sponsor completes workforce analyses required by Sections E. and G.
E.
Utilization analysis for race, sex, and ethnicity.
1.
Purpose. The purpose of the utilization analysis is to provide sponsors with a method for
assessing whether possible barriers to registered apprenticeship exist for particular
groups of individuals by determining whether the race, sex, and ethnicity of apprentices in
a sponsor’s registered apprenticeship program is reflective of persons available for
apprenticeship by race, sex, and ethnicity in the relevant recruitment area. Where
significant disparity exists between availability and representation, the sponsor will be
required to establish a utilization goal pursuant to Section (F)(1) and 29 CFR 30.6.
2.
Analysis of apprenticeship program workforce—
a.
Process
sponsor’s registered apprenticeship program is reflective of persons available for
apprenticeship by race, sex, and ethnicity in the relevant recruitment area. Where
significant disparity exists between availability and representation, the sponsor will be
required to establish a utilization goal pursuant to Section (F)(1) and 29 CFR 30.6.
2.
Analysis of apprenticeship program workforce—
a.
Process. Sponsors must analyze the race, sex, and ethnic composition of their
apprentice workforce. This is a two-step process. First, each sponsor must group
all apprentices in its registered apprenticeship program by occupational title.
Next, for each occupation represented, the sponsor must identify the race, sex,
and ethnicity of its apprentices within that occupation.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

26
b.
Schedule of analyses. Each sponsor is required to conduct an apprenticeship
program workforce analysis at each compliance review, and again if and when
three years have passed without a compliance review. This updated workforce
analysis should be compared to the utilization goal established at the sponsor’s
most recent compliance review to determine if the sponsor is underutilized,
according to the process in Section (E)(2)(a) of this plan.
c.
Compliance date.
i.
Current sponsors: A sponsor that has a registered apprenticeship
program as of the effective date of this Rule must conduct its first
workforce analysis, pursuant to this section, no later than two years after
the effective date of this Rule.
ii.
New sponsors: A sponsor registering with the SAA after the effective
date of this Rule must conduct its initial workforce analysis pursuant to
this section no later than two years after the date of registration.
3.
Availability analysis—
a
ective date of this Rule must conduct its first
workforce analysis, pursuant to this section, no later than two years after
the effective date of this Rule.
ii.
New sponsors: A sponsor registering with the SAA after the effective
date of this Rule must conduct its initial workforce analysis pursuant to
this section no later than two years after the date of registration.
3.
Availability analysis—
a.
The purpose of the availability analysis is to establish a benchmark against which
the demographic composition of the sponsor’s registered apprenticeship program
can be compared in order to determine whether barriers to equal opportunity may
exist with regard to the sponsor’s registered apprenticeship program.
b.
Availability is an estimate of the number of qualified individuals available for
apprenticeship by race, sex, and ethnicity expressed as a percentage of all
qualified persons available for apprenticeship in the sponsor’s relevant
recruitment area.
c.
In determining availability, the following factors must be considered for each
major occupation group represented in the sponsor’s registered apprenticeship
program standards:
i.
The percentage of individuals who are eligible for enrollment in the
registered apprenticeship program within the sponsor’s relevant
recruitment area broken down by race, sex, and ethnicity; and
ii.
The percentage of the sponsor’s employees who are eligible for
enrollment in the registered apprenticeship program, broken down by
race, sex, and ethnicity.
d.
In determining availability, the relevant recruitment area is defined as the
geographical area from which the sponsor usually seeks or reasonably could
seek apprentices. The sponsor must identify the relevant recruitment area in its
written affirmative action plan. The sponsor may not draw its relevant recruitment
area in such a way as to have the effect of excluding individuals based on race,
sex, or ethnicity from consideration, and must develop a brief rationale for
selection of that recruitment area.
e
ponsor usually seeks or reasonably could
seek apprentices. The sponsor must identify the relevant recruitment area in its
written affirmative action plan. The sponsor may not draw its relevant recruitment
area in such a way as to have the effect of excluding individuals based on race,
sex, or ethnicity from consideration, and must develop a brief rationale for
selection of that recruitment area.
e.
Availability will be derived from the most current and discrete statistical
information available. Examples of such information include census data, data
from local job service offices, and data from colleges or other training institutions.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

27
f.
Sponsors, working with the SAA, will conduct availability analyses at each
compliance review.
4.
Rate of utilization. To determine the rate of utilization, the sponsor, working with the SAA,
must group each occupational title in its apprenticeship workforce by major occupation
group and compare the racial, sex, and ethnic representation within each major
occupation group to the racial, sex, and ethnic representation available in the relevant
recruitment area, as determined in Section (E)(3) of this plan. When the sponsor’s
utilization of women, Hispanics or Latinos, or a particular racial minority group is
significantly less than would be reasonably expected given the availability of such
individuals for apprenticeship, the sponsor must establish a utilization goal for the
affected group in accordance with the procedures set forth in Section F. of this plan.
Sponsors are not required or expected to establish goals where no significant disparity in
utilization rates has been found.
F.
Establishment of utilization goals for race, sex, and ethnicity
1
ed given the availability of such
individuals for apprenticeship, the sponsor must establish a utilization goal for the
affected group in accordance with the procedures set forth in Section F. of this plan.
Sponsors are not required or expected to establish goals where no significant disparity in
utilization rates has been found.
F.
Establishment of utilization goals for race, sex, and ethnicity
1.
Where, pursuant to Section (E)(4) and 29 CFR 30.5, a sponsor is required to establish a
utilization goal for a particular racial, sex, or ethnic group in a major occupation group in
its registered apprenticeship program, the sponsor, working with the SAA, must establish
a percentage goal at least equal to the availability figure derived under 29 CFR 30.5(c)
for that major occupation group.
2.
A sponsor’s determination under 29 CFR 30.5 that a utilization goal is required
constitutes neither a finding nor an admission of discrimination.
3.
Utilization goals serve as objectives or targets reasonably attainable by means of
applying every good faith effort to make all aspects of the entire affirmative action
program work. Utilization goals are used to measure the effectiveness of the sponsor’s
outreach, recruitment, and retention efforts.
4.
In establishing utilization goals, the following principles apply:
a.
Utilization goals may not be rigid and inflexible quotas, which must be met, nor
are they to be considered either a ceiling or a floor for the selection of particular
groups as apprentices. Quotas are expressly forbidden.
b.
Utilization goals may not provide a sponsor with a justification to extend a
preference to any individual, select an individual, or adversely affect an
individual’s status as an apprentice, on the basis of that person’s race, sex, or
ethnicity.
c.
Utilization goals do not create set-asides for specific groups, nor are they
intended to achieve proportional representation or equal results.
d.
Utilization goals may not be used to supersede eligibility requirements for
registered apprenticeship
individual, select an individual, or adversely affect an
individual’s status as an apprentice, on the basis of that person’s race, sex, or
ethnicity.
c.
Utilization goals do not create set-asides for specific groups, nor are they
intended to achieve proportional representation or equal results.
d.
Utilization goals may not be used to supersede eligibility requirements for
registered apprenticeship. Affirmative action programs prescribed by this Rule do
not require sponsors to select a person who lacks qualifications to participate in
the registered apprenticeship program successfully, or select a less-qualified
person in preference to a more qualified one.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

28
G.
Utilization goals for individuals with disabilities.
1.
Utilization goal. The Administrator of OA has established a utilization goal of 7 percent for
employment of qualified individuals with disabilities as apprentices for each major
occupation group within which the sponsor has an apprenticeship program.
2.
Purpose. The purpose of the utilization goal established in Section (G)(1) of this plan is to
establish a benchmark against which the sponsor must measure the representation of
individuals with disabilities in the sponsor’s apprentice workforce by major occupation
group. The goal serves as an equal opportunity objective that should be attainable by
complying with all of the affirmative action requirements of this Rule.
3.
Periodic review of goal. The Administrator of OA will periodically review and update, as
appropriate, the utilization goal established in Section (G)(1) of this plan.
4.
Utilization analysis—
a.
Purpose. The utilization analysis is designed to evaluate the representation of
individuals with disabilities in the sponsor’s apprentice workforce grouped by
major occupation group
ements of this Rule.
3.
Periodic review of goal. The Administrator of OA will periodically review and update, as
appropriate, the utilization goal established in Section (G)(1) of this plan.
4.
Utilization analysis—
a.
Purpose. The utilization analysis is designed to evaluate the representation of
individuals with disabilities in the sponsor’s apprentice workforce grouped by
major occupation group. If individuals with disabilities are represented in the
sponsor’s apprentice workforce in any given major occupation group at a rate
less than the utilization goal, the sponsor must take specific measures outlined in
Section (H) of this plan.
b.
Apprentice workforce analysis—
i.
Process. Sponsors are required to analyze the representation of
individuals with disabilities within their apprentice workforce by
occupation. This is a two-step process. First, as required in 29 CFR 30.5,
each sponsor must group all apprentices in its registered apprenticeship
program according to the occupational titles represented in its registered
apprenticeship program. Next, for each occupation represented, the
sponsor must identify the number of apprentices with disabilities.
ii.
Schedule of evaluation. The sponsor must conduct its apprentice
workforce analysis at each compliance review, and again if and when
three years have passed without a compliance review. This updated
workforce analysis, grouped according to major occupation groups,
should then be compared to the utilization goal established under
Section (G)(1) of this plan.
iii.
Compliance.
I.
Sponsors registered as of the effective date of this Rule: A
sponsor must conduct its first workforce analysis, pursuant to
this section, no later than two years after the effective date of this
Rule.
II.
New sponsors: A sponsor registering after the effective date of
this Rule must conduct its initial workforce analysis pursuant to
this section no later than two years after the date of registration.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work
onduct its first workforce analysis, pursuant to
this section, no later than two years after the effective date of this
Rule.
II.
New sponsors: A sponsor registering after the effective date of
this Rule must conduct its initial workforce analysis pursuant to
this section no later than two years after the date of registration.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

29
5.
Identification of problem areas. When the sponsor, working with the SAA, determines that
the percentage of individuals with disabilities in one or more major occupation groups
within which a sponsor has apprentices is less than the utilization goal established in
Section (G)(1) of this plan, the sponsor must take steps to determine whether and/or
where impediments to equal opportunity exist. When making this determination, the
sponsor must look at the results of its assessment of personnel processes required by
Section I. and 29 CFR 30.9 and the effectiveness of its outreach and recruitment efforts
required by Section H. and 29 CFR 30.8, if applicable.
6.
Action-oriented programs. The sponsor must undertake action-oriented programs,
including targeted outreach, recruitment, and retention activities identified in 29 CFR
30.8, designed to correct any problem areas that the sponsor identified pursuant to its
review of personnel processes and outreach and recruitment efforts.
7.
Utilization goal relation to discrimination. A determination that the sponsor has not
attained the utilization goal established in Section (G)(1) of this plan in one or more major
occupation groups does not constitute either a finding or admission of discrimination in
violation of this rule.
8.
Utilization goal not a quota or ceiling. The utilization goal established in Section (G)(1) of
this plan must not be used as a quota or ceiling that limits or restricts the employment of
individuals with disabilities as apprentices.
H.
Targeted outreach, recruitment, and retention.
1.
Minimum activities required
nstitute either a finding or admission of discrimination in
violation of this rule.
8.
Utilization goal not a quota or ceiling. The utilization goal established in Section (G)(1) of
this plan must not be used as a quota or ceiling that limits or restricts the employment of
individuals with disabilities as apprentices.
H.
Targeted outreach, recruitment, and retention.
1.
Minimum activities required. Where a sponsor has found underutilization and established
a utilization goal for a specific group or groups pursuant to Section F. and 29 CFR 30.6
and/or where a sponsor has determined pursuant to Section (G)(5) that there are
problem areas resulting in impediments to equal employment opportunity, the sponsor
must undertake targeted outreach, recruitment, and retention activities that are likely to
generate an increase in applications for registered apprenticeship and improve retention
of apprentices from the targeted group or groups and/or from individuals with disabilities,
as appropriate. In furtherance of this requirement, the sponsor must:
a.
Set forth in its written affirmative action plan the specific targeted outreach,
recruitment, and retention activities it plans to take for the upcoming program
year. Such activities must include at a minimum:
i.
Dissemination of information to organizations serving the underutilized
group regarding the nature of registered apprenticeship, requirements for
selection for registered apprenticeship, availability of registered
apprenticeship opportunities, and the equal opportunity pledge of the
sponsor. These organizations may include: Community-based
organizations; local high schools; local community and technical
colleges; local Career and Technical Education providers; and local
workforce system partners including Colorado Workforce Centers;
Human Services providers; Division of Vocational Rehabilitation (DVR)
centers;
ii
ticeship opportunities, and the equal opportunity pledge of the
sponsor. These organizations may include: Community-based
organizations; local high schools; local community and technical
colleges; local Career and Technical Education providers; and local
workforce system partners including Colorado Workforce Centers;
Human Services providers; Division of Vocational Rehabilitation (DVR)
centers;
ii.
Advertising openings for registered apprenticeship opportunities by
publishing advertisements in appropriate media which have wide
circulation in the relevant recruitment areas;

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

30
iii.
Cooperation with local school boards and Career and Technical
Education providers to develop and/or establish relationships with pre-
apprenticeship programs targeting students from the underutilized group
to prepare them to meet the standards and criteria required to qualify for
entry into registered apprenticeship programs; and
iv.
Establishment of linkage agreements or partnerships enlisting the
assistance and support of pre-apprenticeship programs, community-
based organizations, advocacy organizations, or other appropriate
organizations, in recruiting qualified individuals for registered
apprenticeship.
b.
Evaluate and document after every selection cycle for registering apprentices the
overall effectiveness of such activities;
c.
Refine its targeted outreach, recruitment, and retention activities as needed; and
d.
Maintain records of its targeted outreach, recruitment, and retention activities and
records related to its evaluation of these activities.
2.
Other activities. In addition to the activities set forth in Section (H)(1) of this plan, as a
matter of best practice, sponsors are encouraged but not required to consider other
outreach, recruitment, and retention activities that may assist sponsors in addressing any
barriers to equal opportunity in registered apprenticeship. Such activities include but are
not limited to:
a
these activities.
2.
Other activities. In addition to the activities set forth in Section (H)(1) of this plan, as a
matter of best practice, sponsors are encouraged but not required to consider other
outreach, recruitment, and retention activities that may assist sponsors in addressing any
barriers to equal opportunity in registered apprenticeship. Such activities include but are
not limited to:
a.
Enlisting the use of journeyworkers from the underutilized group or groups to
assist in the implementation of the sponsor’s affirmative action program;
b.
Enlisting the use of journeyworkers from the underutilized group or groups to
mentor apprentices and to assist with the sponsor’s targeted outreach and
recruitment activities; and
c.
Conducting exit interviews of each apprentice who leaves the sponsor’s
registered apprenticeship program prior to receiving a certificate of completion to
understand better why the apprentice is leaving the program and to help shape
the sponsor’s retention activities.
I.
Review of personnel processes.
1.
As part of its affirmative action program, the sponsor must, for each registered
apprenticeship program, engage in an annual review of its personnel processes related
to the administration of the apprenticeship program to ensure that the sponsor is
operating an apprenticeship program free from discrimination based on the protected
bases listed in (A)(1). This annual review is required regardless of whether the sponsor is
underutilized as described in Section (E)(4)
registered
apprenticeship program, engage in an annual review of its personnel processes related
to the administration of the apprenticeship program to ensure that the sponsor is
operating an apprenticeship program free from discrimination based on the protected
bases listed in (A)(1). This annual review is required regardless of whether the sponsor is
underutilized as described in Section (E)(4). The review must be a careful, thorough, and
systematic one and include review of all aspects of the registered apprenticeship
program at the program, industry and occupation level, including, but not limited to, the
qualifications for registered apprenticeship, application and selection procedures, wages,
outreach and recruitment activities, advancement opportunities, promotions, work
assignments, job performance, rotations among all work processes of the occupation,
disciplinary actions, handling of requests for reasonable accommodations, and the
program’s accessibility to individuals with disabilities (including to the use of information
and communication technology). The sponsor must make any necessary modifications to
its program to ensure that its obligations under this Rule are met.

CODE OF COLORADO REGULATIONS
7 CCR 1108-1
Office of the Future of Work

31
2.
Compliance.
a.
Current sponsors: A sponsor that has a registered apprenticeship program as of
the effective date of this Rule must comply with the obligations of paragraph (1)
of this section within two years of the effective date of this Rule.
b.
New sponsors: A sponsor registering with the SAA after the effective date of this
rule shall comply with the obligations of paragraph (1) of this section within two
years after the date of registration.
c.
The sponsor must include a description of its review in its written affirmative
action plan and identify in the written plan any modifications made or to be made
to the program as a result of its review.
J.
Selection of apprentices.
1
the SAA after the effective date of this
rule shall comply with the obligations of paragraph (1) of this section within two
years after the date of registration.
c.
The sponsor must include a description of its review in its written affirmative
action plan and identify in the written plan any modifications made or to be made
to the program as a result of its review.
J.
Selection of apprentices.
1.
A sponsor’s procedures for selection of apprentices must be included in the written plan
for Standards of Apprenticeship submitted to and approved by the SAA, as required
under Rule 1.5(C).
2.
Sponsors may utilize any method or combination of methods for selection of apprentices,
provided that the selection method(s) used meets the following requirements:
a.
The use of the selection procedure(s) must comply with the Uniform Guidelines
on Employee Selection Procedures (UGESP) (41 CFR part 60–3), including the
requirements to evaluate the impact of the selection procedure on race, sex, and
ethnic groups (Hispanic or Latino/non–Hispanic or Latino) and to demonstrate
job-relatedness and business necessity for those procedures that result in
adverse impact in accordance with the requirements of UGESP.
b.
The selection procedure(s) must be uniformly and consistently applied to all
applicants and apprentices within each selection procedure utilized.
c.
The selection procedure(s) must comply with title I of the ADA and EEOC’s
implementing regulations at Part 1630. This procedure(s) must not screen out or
tend to screen out an individual with a disability or a class of individuals with
disabilities, on the basis of disability, unless the standard, test or other selection
criteria, as used by the program sponsor, is shown to be job-related for the
position in question and is consistent with business necessity.
d.
The selection procedure(s) must be facially neutral in terms of the protected
bases listed in Section (A)(1).
K.
Invitati

[Text truncated at 120,000 characters. The full text is on the page linked above.]

## Nearby sections

- [7 CCR 1108-1 COLORADO STATE APPRENTICESHIP AGENCY RULES](https://www.frixlaw.com/law-library/statutes/STATE_CO_CCR_7_CCR_1108_1.md)
- [7 CCR 1108-2 COLORADO APPRENTICESHIP TAX CREDIT RULES](https://www.frixlaw.com/law-library/statutes/STATE_CO_CCR_7_CCR_1108_2.md)

---

Source: Frix Law Library, https://www.frixlaw.com/law-library/statutes/STATE_CO_CCR_7_CCR_1108_1. Check the current official text before relying on it. Not legal advice.