Civil Rights Home | On the Job Training Home | Trainee

The primary objective of DelDOT's On-the-Job Training Program is to provide training opportunities for women, minorities, and disadvantaged persons which will increase their participation in every job classification in the highway construction industry as well as increase those groups’ participation as journey-level workers in the industry. DelDOT makes the assignment of training positions on federal aid projects.

• Women / Minority / Disadvantaged.
  60 to 70 percent of the trainees on each project should be women, minorities or disadvantaged individuals.
• New hires / “Upgrades”.
  Of the total number of trainees on a project, at least 50 percent of the trainees should be new hires.
  • A “new hire” is an individual who has been employed with the company for 6 months or less.
  • An “Upgrade” trainee is a person who has worked for the company for more than 6 months, either in the same capacity throughout that time, or in a variety of lower-skilled positions.
• Restricted Persons.
  If a person meets any of the criteria in the following list, they may not be enrolled in training under the OJT Program:
  • Persons who have completed a training course leading to full-fledged industry standards for that classification.
  • Persons who have been employed and paid as an employee capable of full-fledged industry standards for that classification.
  • Persons who have a significant amount of experience in that classification.

Discrimination

This training program is not intended, and shall not be used, to discriminate against any applicant for training, whether he or she is a member of a minority group or not. The contractor may train any new or existing employees. However, for training activities to count toward fulfilling TSP requirements on a project, the guidelines in this section must be met

Wages

The OJT Program operates under the requirements of The Davis-Bacon Act, which states that trainees be paid at least 60 percent of the minimum certified worker’s rate for the contract for the first half of the training period, 75 percent for the third quarter and 90 percent for the last quarter of the training period.

Termination

Termination results if a trainee fails to finish the training program. Termination is defined as: the trainee quitting voluntarily, is fired "for cause," or is retained by the contractor but taken out of the training program. In the event of a termination, DelDOT will determine if the training provided before the termination is sufficient to meet the requirement of the contract or whether the contractor will be required to enroll a replacement trainee.